Common use of Position Evaluation Clause in Contracts

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. Process‌ (a) Positions will be evaluated 13.1 The Employer shall review position classifications in accordance with the Employer’s Job criteria set out in the University Evaluation Plan. (b) Requests for position evaluation are to be submitted in writing to HRS. HRS will acknowledge receipt of the request Tool, subject to the Department Head and incumbent within ten working daysfollowing: a. At least once every five years or when a position becomes vacated, 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 incumbentincumbent will receive notification from Human Resources and be required to complete or update a Position Fact Sheet. On Should no significant change be evident no review will take place. b. When a monthly basisnew position is created, HRS a Position Fact Sheet shall be prepared by the Department Head and submitted to Human Resources for review and classification prior to posting the position. Once the incumbent has been in the position for at least twelve (12) months, the classification shall be reviewed. c. At the request of an incumbent or Department Head, in cases where duties and responsibilities have changed significantly enough to warrant a review and normally no more frequently than once every 24 months, the Position Fact Sheet will be prepared by the individual to initiate a review of the position but will require sign-off of both the employee and Department Head. Upon receipt, the Department Head will be required to sign and date the Position Fact Sheet. The Position Fact Sheet will require the signature of both the Department head and the incumbent and will be forwarded to Human Resources within thirty (30) days of receipt from the employee, noting any differences of opinion with the information contained therein. 13.2 Human Resources will provide the Union with a report that details appropriate form and procedure to complete the positions evaluated during process and will provide assistance to the course employee or Department Head, as needed, in completing the form. The Factor Description Manual, Factor Point Table, and NSGEU Classification Point Bands for the job evaluation system shall be accessible to all employees via the intranet. 13.3 Position classifications will be completed within three (3) months of receipt of completed forms by Human Resources. At the request of the previous monthemployee, upon completion of the classification, a meeting may be held between the incumbent and Human Resources at which time the incumbent will be provided with the factor scores and total points for their position. 13.4 An appeal may be filed with the Job Evaluation Appeal Committee within ten (10) working days after the review meeting. If during There shall be no recourse for re-evaluation beyond the appeals process. 13.5 The Job Evaluation Appeal Committee shall be comprised of two (2) representatives of the bargaining unit, two (2) representatives of the Employer and a Chair to be selected by the Employer following consultation with the Union, subject to the following: a. The Chair shall have no vote except in the case where an agreement cannot be reached by the other two members of the Committee. b. The individual who originally conducted the evaluation process HRS has questions or requires further information regarding of the position shall not be a member of the Committee. c. The Employer shall be responsible for training all members of the Job Evaluation Appeal Committee. 13.6 The employee who is appealing their position classification may meet with the Job Evaluation Appeals Committee at the request of the employee or the committee. The employee may have Local representation at the meeting and shall advise the committee of the name of the representative. 13.7 The effective date of any required salary adjustment will be retroactive from the date that the Position Fact Sheet, they will enter into discussions with Sheet is received in Human Resources for review or 30 days after the Position Fact Sheet has been signed as evidence of receipt by the Department Head, whichever is shorter. The President of the supervisor or Local shall be advised of the incumbent, as appropriateresults of reviews for members of the bargaining unit. (d) Unless a job has significantly changed HRS will not normally re-evaluate 13.8 Where a position if reclassification results in moving to a higher classification, no decrease in pay pro-rated on an evaluation and/or appeal has been concluded hourly basis shall result. 13.9 Where a position reclassification results in moving to a lower classification, the employee’s salary shall be maintained until it may be slotted into a higher step in the appropriate salary scale as follows: a. If the employee’s salary is greater than the maximum step for the lower classification, it shall be maintained until that maximum for the lower classification is greater than the employee’s salary. b. If the employee’s salary is within the preceding 36 months. Disagreements between HRS range established for the lower classification, it shall be maintained until the next normal anniversary date and increased to the incumbent and/or next higher step at that time. c. If the Department regarding whether or not a job has significantly changed reclassified position becomes vacant, the position will be forwarded to posted with 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 decisioncorrect classification. (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. 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 HRShuman resources. HRS Human resources 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 Human resources 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 human resources 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 human resources 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 human resources will not normally re-evaluate a position if an evaluation and/or appeal has been concluded within the preceding 36 months. Disagreements between HRS human resources 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 human resources of any concerns it has respecting the re- re-evaluation and grade change.

Position Evaluation. Process4.5.1 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 review meeting of the Human Resources Classification Review Committee within 40 working days, and notify the requester and incumbent (aif any) Positions of the Committee’s decision within 10 working days of the review meeting.. 4.5.3 In the event that Human Resources Classification Review 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 evaluated 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 Employer’s Job Evaluation Planprovisions of clause 6.4. (b) Requests 4.5.4 In the event that the Human Resources Classification Committee reviews 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 6.4.4, and 6.4.5. 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 4.3.9 and 6.5. 4.5.6 If the Professional Staff Member, the supervisor, or the appropriate Executive Officer disagree with the result of the position evaluation are to evaluation, a secondary review may be submitted requested in writing to HRSthe Human Resources Officer, who will call a secondary review meeting with the Position Evaluation Committee, to be held within 40 working days. HRS The Human Resources Officer will acknowledge receipt notify the requester and incumbent (if any) of the request secondary review decision within 10 working days of the review meeting. Results of a position secondary review may be appealed according 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 chartAppeal procedure (Section 9.6). (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. Process‌ (a) Positions will be evaluated 13.1 The Employer shall review position classifications in accordance with the Employer’s Job criteria set out in the University Evaluation Plan. (b) Requests for position evaluation are to be submitted in writing to HRS. HRS will acknowledge receipt of the request Tool, subject to the Department Head and incumbent within ten working daysfollowing: a. At least once every five years or when a position becomes vacated, 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 incumbentincumbent will receive notification from Human Resources and be required to complete or update a Position Fact Sheet. On Should no significant change be evident no review will take place. b. When a monthly basisnew position is created, HRS a Position Fact Sheet shall be prepared by the Department Head and submitted to Human Resources for review and classification prior to posting the position. Once the incumbent has been in the position for at least twelve (12) months, the classification shall be reviewed. c. At the request of an incumbent or Department Head, in cases where duties and responsibilities have changed significantly enough to warrant a review and normally no more frequently than once every 24 months, the Position Fact Sheet will be prepared by the individual to initiate a review of the position but will require sign-off of both the employee and Department Head. The Department Head will be required to sign the Position Fact Sheet and forward to Human Resources within thirty (30) days of receipt from the employee, noting any differences of opinion with the information contained therein. 13.2 Human Resources will provide the Union with a report that details appropriate form and procedure to complete the positions evaluated during process and will provide assistance to the course of the previous month. If during the evaluation process HRS has questions employee or requires further information regarding the Job Fact Sheet, they will enter into discussions with the Department Head, as needed, in completing the supervisor form. The Factor Description Manual, Factor Point Table, and NSGEU Classification Point Bands for the job evaluation system shall be accessible to all employees via the intranet. 13.3 Position classifications will be completed within three (3) months of receipt of completed forms by Human Resources. At the request of the employee, upon completion of the classification, a meeting may be held between the incumbent and Human Resources at which time the incumbent will be provided with the factor scores and total points for their position. 13.4 An appeal may be filed with the Job Evaluation Appeal Committee within ten (10) working days after the review meeting. There shall be no recourse for re-evaluation beyond the appeals process. 13.5 The Job Evaluation Appeal Committee shall be comprised of two (2) representatives of the bargaining unit, two (2) representatives of the Employer and a Chair to be selected by the Employer following consultation with the Union, subject to the following: a. The Chair shall have no vote except in the case where an agreement cannot be reached by the other two members of the Committee. b. The individual who originally conducted the evaluation of the position shall not be a member of the Committee. c. The Employer shall be responsible for training all members of the Job Evaluation Appeal Committee. 13.6 The employee who is appealing their position classification may meet with the Job Evaluation Appeals Committee at the request of the employee or the incumbent, as appropriatecommittee. The employee may have Local representation at the meeting and shall advise the committee of the name of the representative. (d) Unless a job has significantly changed HRS 13.7 The effective date of any required salary adjustment will not normally re-evaluate be retroactive from the date that the Position Fact Sheet is received in Human Resources for review. The President of the Local shall be advised of the results of reviews for members of the bargaining unit. 13.8 Where a position if reclassification results in moving to a higher classification, no decrease in pay pro-rated on an evaluation and/or appeal has been concluded hourly basis shall result. 13.9 Where a position reclassification results in moving to a lower classification, the employee’s salary shall be maintained until it may be slotted into a higher step in the appropriate salary scale as follows: a. If the employee’s salary is greater than the maximum step for the lower classification, it shall be maintained until that maximum for the lower classification is greater than the employee’s salary. b. If the employee’s salary is within the preceding 36 months. Disagreements between HRS range established for the lower classification, it shall be maintained until the next normal anniversary date and increased to the incumbent and/or next higher step at that time. c. If the Department regarding whether or not a job has significantly changed reclassified position becomes vacant, the position will be forwarded to posted with 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 decisioncorrect classification. (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. Process (a) Positions will be evaluated 13.1 The Employer shall review position classifications in accordance with the Employer’s Job criteria set out in the University Evaluation Plan. (b) Requests for position evaluation are to be submitted in writing to HRS. HRS will acknowledge receipt of the request Tool, subject to the Department Head and incumbent within ten working daysfollowing: a. At least once every five years or when a position becomes vacated, 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 incumbentincumbent will receive notification from Human Resources and be required to complete or update a Position Fact Sheet. On Should no significant change be evident no review will take place. b. When a monthly basisnew position is created, HRS a Position Fact Sheet shall be prepared by the Department Head and submitted to Human Resources for review and classification prior to posting the position. Once the incumbent has been in the position for at least twelve (12) months, the classification shall be reviewed. c. At the request of an incumbent or Department Head, in cases where duties and responsibilities have changed significantly enough to warrant a review and normally no more frequently than once every 24 months, the Position Fact Sheet will be prepared by the individual to initiate a review of the position but will require sign-off of both the employee and Department Head. The Department Head will be required to sign the Position Fact Sheet and forward to Human Resources within thirty (30) days of receipt from the employee, noting any differences of opinion with the information contained therein. 13.2 Human Resources will provide the Union with a report that details appropriate form and procedure to complete the positions evaluated during process and will provide assistance to the course of the previous month. If during the evaluation process HRS has questions employee or requires further information regarding the Job Fact Sheet, they will enter into discussions with the Department Head, as needed, in completing the supervisor form. The Factor Description Manual, Factor Point Table, and NSGEU Classification Point Bands for the job evaluation system shall be accessible to all employees via the intranet. 13.3 Position classifications will be completed within three (3) months of receipt of completed forms by Human Resources. At the request of the employee, upon completion of the classification, a meeting may be held between the incumbent and Human Resources at which time the incumbent will be provided with the factor scores and total points for their position. 13.4 An appeal may be filed with the Job Evaluation Appeal Committee within ten (10) working days after the review meeting. There shall be no recourse for re-evaluation beyond the appeals process. 13.5 The Job Evaluation Appeal Committee shall be comprised of two (2) representatives of the bargaining unit, two (2) representatives of the Employer and a Chair to be selected by the Employer following consultation with the Union, subject to the following: a. The Chair shall have no vote except in the case where an agreement cannot be reached by the other two members of the Committee. b. The individual who originally conducted the evaluation of the position shall not be a member of the Committee. c. The Employer shall be responsible for training all members of the Job Evaluation Appeal Committee. 13.6 The employee who is appealing their position classification may meet with the Job Evaluation Appeals Committee at the request of the employee or the incumbent, as appropriatecommittee. The employee may have Local representation at the meeting and shall advise the committee of the name of the representative. (d) Unless a job has significantly changed HRS 13.7 The effective date of any required salary adjustment will not normally re-evaluate be retroactive from the date that the Position Fact Sheet is received in Human Resources for review. The President of the Local shall be advised of the results of reviews for members of the bargaining unit. 13.8 Where a position if reclassification results in moving to a higher classification, no decrease in pay pro-rated on an evaluation and/or appeal has been concluded hourly basis shall result. 13.9 Where a position reclassification results in moving to a lower classification, the employee’s salary shall be maintained until it may be slotted into a higher step in the appropriate salary scale as follows: a. If the employee’s salary is greater than the maximum step for the lower classification, it shall be maintained until that maximum for the lower classification is greater than the employee’s salary. b. If the employee’s salary is within the preceding 36 months. Disagreements between HRS range established for the lower classification, it shall be maintained until the next normal anniversary date and increased to the incumbent and/or next higher step at that time. c. If the Department regarding whether or not a job has significantly changed reclassified position becomes vacant, the position will be forwarded to posted with 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 decisioncorrect classification. (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. 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 HRSHR. HRS HR 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 HR will review the Job Fact Sheet, evaluate the job (including determining the base pay grade levellevel and job family), and communicate the results to the Department Head and the incumbent. On a monthly basis, HRS HR 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 HR 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 HR will not normally re-evaluate a position if an evaluation and/or appeal has been concluded within the preceding 36 months. Disagreements between HRS Compensation & Job Design 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 HR of any concerns it has respecting the re- re-evaluation and grade change.