Position Classification. 1. The requirements of each position will be documented by a Position Description developed by reference to the Position Description Questionnaire (PDQ), and classified into a salary grade consistent with the Position Description and classifications for corresponding job duties found throughout the USNH System and according to USNH policy and processed by the KSC Office of Human Resources.
2. It is the responsibility of the supervisor and CHRO to ensure that the Position Description and classification remain aligned with the actual ongoing job duties and that they align with the Position Descriptions and classifications for similar job duties within the USNH system. The parties acknowledge that duties may be altered, removed, or increased temporarily (not to exceed twelve (12) weeks) and that such changes will not warrant a re-classification or compensation change.
3. An employee who is temporarily assigned duties and responsibilities that clearly exceed the established duties and responsibilities of the classification of her/his status position, during a period of time anywhere between thirteen (13) weeks to twenty-four (24) weeks, shall be awarded additional compensation in the form of a stipend paid during the period of the temporary assignment beginning in the thirteenth week.
4. If duties are altered, removed, or increased in a material and sustained manner in excess of twenty-four
Position Classification. The Board recognizes the Union as the sole and exclusive bargaining agent for employees in the position classifications listed in the Appendix F attached hereto. The Board agrees not to change the position classification of any employee in this bargaining unit or to otherwise change its organizational structure, for the purpose of either removing employees from the bargaining unit (except by promotion) or affecting their rights under this Contract without the mutual consent of both parties to this Contract.
Position Classification. A. The Agency has determined that the position description will accurately reflect the duties, responsibilities, and supervisory controls pertaining to the employee filling that position.
B. The Agency has determined to prepare new position descriptions within sixty (60) calendar days but no longer than ninety (90) calendar days of assigning employees to do the work of the position in those instances where no classified position description exists which accurately describes the duties to be performed.
C. In the case of new or revised position descriptions, copies shall be provided to NFFE Local 2 within thirty (30) calendar days of the modification being made, and no later than the date it is provided to the employee. Where modifications in position descriptions result in a change in conditions of employment, the Agency will provide NFFE with appropriate notice.
A. It is agreed that employees whose duties and responsibilities deviate substantially from those reflected in the position description may seek resolution by requesting a review of a position description reflecting these duties or make a request for a desk audit as provided by the Office of Personnel Management and Department policies.
X. Xxxx audits will be performed upon written request of either an employee or the employee's supervisor. Normally, when requesting a desk audit, an employee is required to submit a rationale in support of her/his request to the immediate Supervisor, if the Supervisor is unavailable then the employee may elevate to the next level Supervisor. Supervisory approval and a revised description of duties and responsibilities should also accompany the request. To the extent the supervisor does not approve the employee's request within thirty (30) days, the employee may forward their request directly to the MBDA servicing Classification Human Resources Office. To the maximum extent possible, desk audits will be conducted in a timely manner, generally no more than ninety (90) days from submission of the request to Human Resources and or the governing party responsible for performing the desk audit.
C. In a classification appeal resulting from a desk audit within the Agency:
1. The employee has the right to Union representation;
2. The Agency will be notified in advance of Union representative attendance at a meeting under this section.
3. A copy of the written evaluation resulting from the desk audit will be provided to the employee.
4. The employee has the right to make writ...
Position Classification. A. A Classification Review Committee (CRC) will be established to review and reassess the classification of bargaining unit positions. The committee will be composed of two (2) bargaining unit members to be selected by the Association; two (2) administrators; and may include an outside professional source to be determined by the District. The committee will meet to review the reclassification instrument and to recommend changes to the Board and the Association. The Classification Review Committee shall establish classification for all new positions and may redetermine classification for vacant positions (bargaining unit members who hold the same job title shall not suffer a loss of wages due to the re-classification of a position).
Position Classification. All positions in the bargaining unit will be classified as in Appendix "A". Appointment to any of these positions will be in accordance with Civil Service Rules and Regulations and the terms of this Agreement. The District agrees to consult with the Union prior to any proposed changes in job classification for those positions that are encumbered by a BENTE member. For vacant positions, the District will provide notification to the Union of any proposed changes prior to posting the position in the Administrative Bulletin. In the event that the District determines that the job duties are that of a position that exists in another bargaining unit, the District will bargain the impact with the Union.
Position Classification. Position classification is a process for objectively defining and evaluating the elements of a job, which determine the classification specifications, title, and salary grade. Classification is based upon the objective elements of a job, which include the scope of work, level of duties and responsibilities; work traits; education and experience required to perform the job; relationship of the position to other positions within the department, college, or CCSNH; and other distinguishing components (knowledge, skill, supervision given/received, independent action, and complexity).
Position Classification. Section 1. The Establishment of New Classes
Position Classification. The general classifications of labor which shall be recognized throughout this Agreement shall be those set forth in Appendix A.
Position Classification. Individual positions, or sets of duties performed by a given employee, shall be allocated to a Position Classification. Position Classifications are written statements setting forth the definition, typical duties, and minimum qualifications for positions sharing common characteristics. Position Classifications will be used by the District as a guide in assigning, directing, and supervising the work of employees. Such Classifications are recognized as being descriptive in nature and the use of a particular illustration as to duties shall not be held to exclude others not mentioned but which are of a similar nature. Position Classifications are used for setting the pay levels of duties assigned thereto and are enumerated in Addendum A of this Agreement.
Position Classification. 27.01 If a new classification comes into being during the life of this Agreement, or there is a significant change in the level of duties, responsibilities, or qualification requirements of an existing classification, the pay for such classification shall be determined by negotiations between the Employer and the Union. The Employer may set an interim wage rate for such classification.
27.02 In the event that the Employer and the Union are unable to agree on the pay rate for such classification, this matter may be submitted in writing by either party to the Chairperson of the Labour and Employment Board.
27.03 The Union recognizes the Employer’s exclusive right to assign duties and classify the positions of employees.
27.04 An employee who feels that his position has been unfairly or incorrectly classified or reclassified, shall have the right to appeal such classification or reclassification as per Policy AD 2301, as amended from time to time.
