Position Evaluation. Process
(a) Positions will be evaluated in accordance with the Employer’s Job Evaluation Plan.
(b) Requests for position evaluation are to be submitted in writing to HRS. HRS will acknowledge receipt of the request to the Department Head and incumbent within ten working days, and provide a time for the completion of the evaluation/audit. Requests for evaluation must be accompanied by a current Job Fact Sheet which includes the Job Description and an organizational chart.
(c) HRS will review the Job Fact Sheet, evaluate the job (including determining the base pay grade level), and communicate the results to the Department Head and the incumbent. On a monthly basis, HRS will provide the Union with a report that details the positions evaluated during the course of the previous month. If during the evaluation process HRS has questions or requires further information regarding the Job Fact Sheet, they will enter into discussions with the Department Head, the supervisor or the incumbent, as appropriate.
(d) Unless a job has significantly changed HRS will not normally re-evaluate a position if an evaluation and/or appeal has been concluded within the preceding 36 months. Disagreements between HRS and the incumbent and/or the Department regarding whether or not a job has significantly changed will be forwarded to the JEAC Chair. The JEAC Chair together with one Employer appointee and one Union appointee will review the relevant information and make a final and binding decision.
(e) Where a vacant position has been re-evaluated and results in a change in grade, the Union may notify HRS of any concerns it has respecting the re- evaluation and grade change.
Position Evaluation. 27.0.1 Each position shall have a current position description and be assigned to a job family and level within the job family framework. Each employee shall receive a copy of their current position description from their OOS Manager.
27.0.2 The Parties agree that employees will not regularly be assigned higher‐level responsibilities than is identified in their job description without appropriate compensation.
27.0.3 Unless restricted under Article 27.6, when either the University or an employee believes that the duties or responsibilities of the job more closely match the benchmark descriptors of a different pay band, or significantly differ from the position description, they may initiate a position review. MSA shall be notified of University‐initiated reclassifications of unencumbered positions.
Position Evaluation. Pending resolution of disputes concerning new classifications, a Human Resources Representative will establish a rate of pay.
Position Evaluation. 4.5.1 A Professional Staff Member, the supervisor, or the appropriate Executive Officer, shall be entitled to ask for a review once every twelve months or each time the job description has changed (as indicated by the receipt by a Human Resources Officer of a revised job description signed by the appropriate Executive Officer).
4.5.2 Upon receipt of a written request for a position evaluation review a Human Resources Officer shall call a meeting of the Position Evaluation Committee within 40 working days, and notify the requester and incumbent (if any) in writing of the Committee’s decision within 10 working days. Results of a position review may be appealed according to the Appeal procedure (Section 9.6).
4.5.3 In the event that the Position Evaluation Committee reviews the evaluation of a position and determines that the position should be revised upwards to a higher salary range, the new evaluation and salary range will take effect at the beginning of the month in which the written request was received in Human Resources (4.5.2) and will apply to the incumbent in the position. In this case, the Staff Member’s salary will be automatically increased to the minimum salary of the revised salary range. Where the Staff Member’s salary in the lower range exceeds the minimum of the revised range, one additional increment will be applied. Any further increase shall be handled in accordance with the provisions of clause 6.5.1.
4.5.4 In the event that the Position Evaluation Committee reviews the evaluation of a position and determines that the position should be placed in a lower salary range, the incumbent’s salary shall be adjusted in accordance with clauses 6.5.4, and 6.5.5 or 6.5.6.
4.5.5 Should the present salary of the incumbent who has requested position review be within the salary range for the position, the salary may still be raised in accordance with the provisions of clauses 4.3.8 and 6.5.1.
Position Evaluation. After the job description is complete, a systematic comparison with the classification criteria needs to be undertaken. This assessment is used to determine the appropriate classification of the position.
Position Evaluation. The parties agree that position descriptions, resultant ratings, salaries and wages established in accordance with the Position Program may need to be adjusted from time to time to meet changing needs of the City. The parties agree that an ongoing Position Evaluation Committee shall be established to make decisions on matters pertaining to the Position Evaluation Program which are referred to it by the Employer or the Union or by both parties. The Position Evaluation Committee shall consist of five (5) persons of whom two
Position Evaluation. Pending resolution of disputes concerning new categories, the Associate Vice President, Human Resources will establish a rate of pay.
Position Evaluation.
11.1 The Position Evaluation Plan
11.1.1 Position evaluation is governed by the procedures and definitions in the VCC / CUPE Local 15 Gender Neutral Position Evaluation Plan ("the Plan").
11.2 Position Evaluation Requests
11.2.1 A request for position evaluation may originate from employees, the Union, or the College.
11.2.2 Requests must detail the reasons why a change is necessary and be made in writing to a Human Resources Representative on a position description questionnaire provided for the purpose.
11.2.3 Copies of all requests for position review submitted by employees will be provided to the Union.
11.2.4 A request for position evaluation may be rejected by either the Union or the College if the position has been reviewed and dealt with during the 2 year period before the date of the request, unless the Union and the College agree or there has been a significant change in the position.
11.2.5 If the Parties fail to agree on the status of any request in Clause 11.2.4, the matter may be referred for a decision to the Investigator as provided in Clause 11.5.2.
11.2.6 All requests for position evaluation will be dealt with and the employees and the Union will be provided with the review results in writing within 2 months from receipt of the request.
11.2.7 The notification will contain all applicable data used in applying the Plan.
Position Evaluation. All positions are analyzed and evaluated by the Division of Human Resources personnel in accordance with the Position Evaluation System. Each position is evaluated in terms of specific elements and the extent to which each element is present in the position. The elements considered in evaluating professional positions are: * Basic Knowledge * Experience * Judgment and Initiative * Independent Action * Accountability * Inter-relationships * Manual Skills * Environmental Conditions * Physical Effort * Occupational Risks * Supervisory Responsibilities Positions may be audited by a compensation analyst from the Division of Human Resources to obtain complete and current information and to ensure accurate evaluation. PSSAP MANUAL (July 1, 2008) 2 Using the results of the analysis and evaluation, the Manager of Total Compensation or designee assigns a position level and communicates this to the Department Head and Administrative Officer together with the appropriate salary range. The Department Head should discuss with the Administrative Officer implementation of position level changes and the effective date for any salary adjustments.
Position Evaluation. POSITION CLASSIFICATION AND WAGE ADMINISTRATION
