Position Description and Classification. An employee may request a review of the employees’ classification no later than May 1. The employee will obtain and review the current job description with his/her supervisor. If significant changes in the responsibility factors have occurred, these changes will be forwarded to the Director of Human Resources for further review and reclassification if warranted. If reclassification is warranted by the administration, the reclassification and increased pay rate shall take effect on July 1. The employee and the xxxxxxx shall be notified of the final decision by June 30.
Position Description and Classification. Section 1. The Employer agrees that employees will normally be assigned work which is appropriate to their position description taking into account the mission
Section 2. The Employer agrees that position descriptions will be written based upon the duties and responsibilities assigned to positions. Employees will be furnished a copy of their position description initially and as changes are made.
Section 3. Each employee shall be afforded the opportunity to discuss with the Employer his position description to determine if the description is accurate. During these discussions, the employee may be accompanied by a Union representative, if requested. Employees will be furnished a copy of any changed position descriptions. Grievances regarding unresolved matters in this context will begin at Step 2 of the negotiated procedures.
Section 4. An employee who believes his position description is improperly classified and/or described may discuss the matter with the supervisor. The supervisor with such assistance as required shall explain the basis upon which duties were described and the position classification.
Section 5. An employee who believes his position is not properly classified (incorrect title, pay plan, series or grade) may file a classification appeal. Classification decisions are not grievable. Employees desiring to file a position classification appeal should contact the servicing Human Resource Specialist at the XXXX for appeal procedures.
Position Description and Classification. A. A copy of an employee’s position description shall be made available to the employee upon assignment and when there is any change in the job description. In those instances where it is not administratively possible at the time of an assignment or change in job description, the employee shall be able to obtain his/her position description within thirty (30) workdays.
B. The classification and review of an employee's position shall be accomplished in accordance with the Comprehensive Merit Personnel Act of 1978, as amended, and regulations issued pursuant thereto.
C. Employees desiring to appeal the classification of their positions may obtain the instructions for such action from DCPS' Human Resources Division, as this appeal is not a subject for the grievance and arbitration procedure contained in this Agreement.
Position Description and Classification. 2001 Each Licensed Vocational Nurse's position description shall be reviewed annually for accuracy and completeness at the time the Licensed Vocational Nurse's annual performance objectives are set. If the Employer determines that a position description is inaccurate, the position description will be redescribed and appropriate classification action taken. If a Licensed Vocational Nurse believes the position description is inaccurate, such inaccuracies may be brought to the attention of, and discussed with the immediate supervisor. 2002 When a Licensed Vocational Nurse alleges inequities in the position classification or job rating, the Licensed Vocational Nurse shall have that classification reviewed in accordance with the following procedures: 2003 The Licensed Vocational Nurse will first discuss the alleged inequities in the position description with the immediate supervisor. 2004 If the Licensed Vocational Nurse is dissatisfied with the result of the discussion with the immediate supervisor, the alleged inequity may be taken to the next higher level of supervision. 2005 If not resolved at that level, the Licensed Vocational Nurse has the right to discuss the alleged inequity with the Human Resources Branch Office, who will review the position description, work assignments, and position classification, and will discuss that review with the Licensed Vocational Nurse, and upon request, will explain position classification appeal procedures to the Licensed Vocational Nurse. 2006 The Employer agrees that all Licensed Vocational Nurses are entitled to a copy of the position description andfurtheragrees to provideeverynew Licensed Vocational Nurse in the Bargaining Unit with such a copy upon entry on duty.
Position Description and Classification. Section 1. Employees may request a copy of their position description at any time.
Section 2. Each employee may discuss their position description with their immediate supervisor. Grievances regarding the accuracy and adequacy of position descriptions will begin at Step 2 of the negotiated procedure.
Section 3. An employee who believes his/her job/position is improperly classified (incorrect title, grade, or series) may file a classification appeal at any time. Classification decisions are not grievable. Employees desiring to file a position classification appeal should contact the Recruitment & Classification Division. If the employee is not satisfied with the classification results of the review, or if the employee prefers to appeal directly to Office of Personnel Management, they may appeal in accordance with 5 CFR Part 511.
Position Description and Classification. Section 1. The position description is a written record of the basic duties and responsibilities, physical requirements, supervisory relationships assigned to a position, and comprises the work assigned to an Employee. The position description shall clearly state the work to be performed. The position description does not describe every duty the Employee will be expected to perform; it merely describes the major duties and responsibilities. Minor duties may be omitted from the position description or covered by a brief statement showing that related minor duties may be performed as long as those duties do not exceed 20% of the Employee's workload.
Section 2. An Employee will be provided a copy of the position description upon reporting for duty in the position, and when changes are made in the position description.
Section 3. An Employee may initiate a request for a position review by bringing to the attention of the immediate supervisor, in writing, significant aspects of duty assignments believed not to be covered by the official position description or significant aspects of the position description not being performed. If the supervisor agrees that material differences exist, the position description will be forwarded to the Regional NAF Human Resources Office for classification review. The actual series or grade level classification of a position is not grievable.
Position Description and Classification. An employee may request a review of the employees’ classification in February. The employee will obtain and review the current job description with his/her supervisor. If significant changes in the responsibility factors have occurred, these changes will be forwarded to the Director of Human Resources for further review and reclassification if warranted. If
Position Description and Classification. Section 1. The Employer agrees that employees should be assigned work which is appropriate to their position description, taking into account the mission of the Employer. It is understood that the phrase “other duties as assigned” should be consistent with mission requirements. Normally, employees should be assigned
Section 2. The Employer agrees that position descriptions will be written based on the regular duties and responsibilities assigned to positions. Employees will be furnished a copy of their position description initially and as changes are made.
Section 3. Each employee shall be afforded the opportunity to discuss with the Employer his position description to determine if the description is accurate.
Section 4. If an employee believes the classification (pay plan, series or grade) of his position is incorrect, he may discuss the matter with his supervisor for clarification of the basis upon which the position was evaluated. If the employee is dissatisfied with his classification, he may contact the Civilian Personnel Office to obtain information on how to file a classification appeal. The employee’s right to full information concerning the basis for classification of his job shall not be abridged in any manner by any management official.
Section 5. Supervisors must review position description accuracy at the beginning of the annual performance cycle. If the position description is not accurate, it should be amended or rewritten to reflect the duties and responsibilities of the employee’s position and processed through the AF classification process.
Section 6. Classification standards are available to employees and the Union by access to the OPM internet website, xxx.xxx.xxx.
Section 7. The Employer agrees that any job that involves a major duty of operating materials handling equipment or vehicles for the purpose of transporting passengers and/or material, such duty will be stated in the employee’s official position description.
Section 8. The Employer agrees to furnish the Union a copy of any unit employee’s position description upon request.
Position Description and Classification. Section 16.1- Scope of Employment 52 Section 16.2 – Other Significant Facts 52 Section 16.3 – Change in Position Description 52 Section 16.4 – Appeals 52 Section 16.5 – Review of Position Descriptions 52 Section 16.6 – Position Classification 53 Section 17.1 – Introduction 54 Section 17.2 – Policy 54 Section 17.3 – Performance System Management 54 Section 17.4 – Appeals and Grievances 54 Section 17.5 – Performance Improvement Plan 55 Section 18.1 – General 56 Section 18.2 – Policy 56 Section 18.3 – Program Scope 56 Section 18.4 – West Virginia Air/Army National Guard Incentive Awards Committee 56 Section 18.5 – Program Promotion 56 Section 18.6 – Award Recommendation 56 Section 19.1 – General 58 Section 19.2 – Objectives 58 Section 19.3 – Definition 58 Section 19.4 – Employee Responsibilities 59 Section 19.5 – The WVNG’s Rights 59 Section 19.6 – Actions Exempt From Competition 59 Section 19.7 – Request for Lateral Transfer or Change to Lower Grade 60 Section 19.8 – Vacancy Announcements 60 Section 19.9 – Vacancy Posting 60 Section 19.10 – Area(s) of Consideration 60 Section 19.11 – Application Procedures 61 Section 19.12 – Certification 61 Section 19.13 – Certification Panel 61 Section 19.14 – Certification and Referral of Candidates 61 Section 19.15 – Notification to Individuals Not Certified 61 Section 19.16 – Appeal Rights 62 Section 19.17 – Interview Guidelines 62 Section 19.18 – Placement/Promotion Records 62 Section 19.19 – Grievances 62 Section 20.1 – General 63 Section 21.1 – Introduction 64 Section 21.2 – General 64 Section 21.3 – Policy 64 Section 21.4 – The WVNG Will 65 Section 21.5 – Xxxxxxxxxxx Xxxx 00 Section 21.6 – Competitive Xxxxx 00 Xxxxxxx 00.0 – Retention Register 66 Section 21.8 – RIF Notices 67 Section 21.9 – Placement Action 68 Section 21. 10 – Appeals 68 Section 22.1 – General 70 Section 23.1 – General 71 Section 23.2 – Policy 71 Section 23.3 – Notification of Training Availability 71 Section 23.4 – Training in a Non-Technician Duty/Pay Status 71 Section 24.1 – Travel Notification 72 Section 24.2 – Compensatory Time and Other Pay Statuses 72 Section 24.3 – Defense Travel System (DTS) and Government Travel Card Program 72 Section 25.1 – Purpose 73 Section 25.2 – Employee Eligibility 73 Section 25.3 – Dues Allotment 73 Section 25.4 – Allotment Authorization Procedures 73 Section 25.5 – Terminating Allotments 74 Section 25.6 – Voluntary Allotment Revocation by Employee 74 Section 25.7 – Responsibilities 74 Section 25.8 – Exclusionary P...
Position Description and Classification a. The position description is a written record of the basic duties and responsibilities, physical requirements and supervisory relationship assigned to a position. The position description shall clearly state the work to be performed. The position description does not describe every duty the employee will be expected to perform; it merely describes the major duties and responsibilities. Minor duties may be omitted from the position description or covered by a brief statement showing that minor duties may be performed.
b. In an emergency or when extenuating situations require, the Employer may assign employees on a temporary basis to duties and/or jobs not reasonably related to the employee’s position to meet mission requirements. To the extent possible, the Employer will ensure that temporary duties and/or jobs will be assigned on a rotating basis
c. The Employer will notify the Union of changes in position descriptions which will result in a personnel action or an impact in working conditions. In these circumstances, the Union will have the opportunity to review the job grading standards.
Section 2. It is the obligation of the Employer to periodically review position descriptions to ensure that significant changes in duties and responsibilities are reflected in the position description.
Section 3. An employee will be provided a copy of the position description upon reporting for duty in the position, and when changes are made in the position description. A copy of the employee’s position description will be made available during the review of their annual performance evaluation and will be provided upon the Employee requesting a copy.
Section 4. An employee or the Union may initiate a request for a position review by bringing to the attention of the immediate supervisor, preferably in writing, significant aspects of duty assignments believed not to be covered by the official position description or significant aspects of the position description not being performed. If the supervisor agrees that material differences exist, the employer shall consult with the union prior to preparing a new position description. If no agreement can be reached, the employee or the Union has a right to file a grievance over the appropriate content of the position description. The actual series or grade level classification of a position is not grievable, and instead, must be pursued through the classification appeal process.
a. An employee with an accurate position descripti...
