Position Review. 18.3.1 Either an employee or the University may request an audit of the duties and responsibilities of a position he/she/it believes is not allocated to the proper class. Employees requesting such an audit are expected to notify the Union at the time of their request.
18.3.2 Job audits will be performed and reclassification decisions will be made by the University’s Human Resources Services staff according to the University’s Classification Process. The affected employee(s) and the Union will be notified of the outcome of a job audit in writing. In the event of a reallocation that results in removal of a position from the bargaining unit, the written notice will describe the manner in which the bargaining unit work is being distributed, including the classification and position(s) of any employee(s) absorbing work from the reallocated position.
18.3.3 If an employee disagrees with a classification decision made by the Human Resources staff, the employee may request review of that decision through the Director of OFM/State Human Resources within 30 (thirty) calendar days of receiving the final allocation decision from the University. Should the employee disagree with the Director’s decision, the employee may further appeal the matter to the Washington Personnel Resources Board within 30 (thirty) calendar days of being provided the written decision of the Director. The Board will render a decision, which will be final and binding. Decisions regarding appropriate classification will be reviewed in accordance with this Section and will not be subject to the grievance procedure specified in Article 40 of this Agreement.
Position Review. The Employer may initiate a position review for a position it believes is improperly classified, and will inform the Union in writing when it has initiated a reallocation process for a bargaining unit position. An individual employee who believes that their position is improperly classified may request a review according to the following procedure:
A. The employee will complete and sign the appropriate form.
B. The employee will then send the completed form to the Human Resources Office. The Human Resources Office will date stamp and notify the employee when the position review request form was received in their office. The Human Resources Office will review the completed form and make a decision regarding appropriate classification within sixty (60) calendar days of receipt of the request.
C. In the event the employee disagrees with the reallocation decision of the Employer, they may request a review of the decision by the OFM/State Human Resources (OFM/SHR) in writing with a copy to the Human Resources Office, within thirty (30) calendar days of being provided the results of a position review or the notice of reallocation. The Director of the SHR or designee will then make a written determination which will be provided to the employee.
D. In accordance with the provisions of WAC 357-52, the employee or the Employer may appeal the determination of the OFM/SHR to the Washington Personnel Resources Board (WPRB) within thirty (30) calendar days of being provided the written decision of the OFM/SHR or designee. The WPRB will render a decision which will be final and binding.
E. The effective date of a reallocation resulting from an employee request for a position review is the date the request was filed with the Human Resources Office.
Position Review. The Agency will create a clear and consistent procedure for this process including a list of all required forms (both LRS and WDFW) and a flow chart of required signatures and HR contacts.
Position Review. An individual nurse who believes that his or her position is improperly classified may request a review according to the following procedure:
A. The nurse and/or the nurse’s immediate supervisor will complete and sign the appropriate form.
B. The supervisor will then send the completed form to the local Human Resources Office. The local Human Resources Office will review the completed form and make a decision regarding appropriate classification.
C. In the event the nurse disagrees with the reallocation decision of the agency, he or she may appeal the agency’s decision to the OFM/State Human Resources within thirty (30) calendar days of being provided the results of a position review or the notice of reallocation. The Director of the OFM/State Human Resources will then make a written determination that will be provided to the nurse.
D. The nurse may appeal the determination of the OFM/State Human Resources to the Washington Personnel Resources Board within thirty (30) calendar days of being provided the written decision of the Director of the OFM/State Human Resources. The Board will render a decision that will be final and binding.
E. The effective date of a reallocation resulting from a nurse’s request for a position review is the date the request was filed with the local Human Resources Office.
Position Review. Per diem nurses shall not be utilized in lieu of posting a new regular position. At the request of the Association, the Agency and the Association will jointly review the staffing pattern and the utilization of per diem and other nurses in a program and shift to determine whether additional regular positions/hours should be posted.
Position Review. When there are permanent and substantive changes in the functions of a position or whenever an employee feels that his/her position is not allocated to the proper class, the employee or representative may request a position review by the Director of Human Resource Services. The employee shall complete his/her portion of the Position Questionnaire and submit it directly to the Office of Human Resource Services. The employee shall receive a date–stamped copy of the Position Questionnaire form cover sheet when it is presented to the Office of Human Resource Services. The employee shall not be required to seek supervisory approval or signature in order to initiate a position review. Within sixty (60) calendar days of receipt of the position questionnaire, the Director of Human Resource Services shall investigate the request and issue a written response to the employee. The response must include either the reason the position does not warrant reallocation or the new class and salary of the position if reallocated. The employee has the right to appeal per WAC 000-00-00.
Position Review. Per diem nurses shall not be utilized in lieu of posting a new regular position. At the request of the Association, the Medical Center and the Association will jointly review the staffing pattern and the utilization of per diem and other nurses in a unit and shift to determine whether additional regular positions/hours should be posted. Part-time nurses who feel that their work schedule calls for a review of the assigned positions in a unit will have the right to request such a review. If the review process results in a determination that an increase in FTE within the unit is warranted, the additional hours will be posted as outlined in Section 13.6 for in-unit nurses.
Position Review. 27.2.1 The following process for position review shall be followed:
a) The OOS Manager and the employee will discuss the work requirements relative to the position description annually as part of Workforce Engagement conversations.
b) If the OOS manager agrees that differences are observed between the work being performed and the duties outlined, the OOS Manager will revise the position description in consultation with Human Resources, considering input from potentially impacted employees performing the work. A copy of the revised position description will be provided to all affected employees.
c) If the position description is agreed upon, both the OOS Manager and the employee(s) will sign the document and forward it to Human Resources for position evaluation. A copy of the position description will be forwarded to MSA.
d) If either the manager or the affected employee(s) believe that their position description does not accurately reflect the job duties, either party may enlist the assistance of both MSA and Human Resources in writing to resolve the differences. Disputes at this stage will be limited to whether the position description reflects the level of job function and competency, interpersonal skill, mental effort, decision making, education and leadership required to perform the work.
e) If the Parties cannot reach agreement, either party may forward the disputed items through the Dispute Resolution Process under Article 47.
f) A disputed position description shall be considered ready for position evaluation once it has been signed by the appropriate OOS Manager, the affected employee(s), Human Resources and MSA.
Position Review. Per diem nurses who feel that their work schedule calls for a review of the assigned positions in a unit shall have the right to require such a review and, if not satisfied, may submit the dispute to the grievance procedure. If the review process results in a determination that an additional position in the unit is warranted, the position shall be posted.
Position Review. A nurse who feels that the number of scheduled nursing hours in a unit warrants a review of the assigned positions in that unit shall have the right to request such a review. If a need for additional scheduled nursing hours has been met by one or more nurses consistently working hours in addition to their position requirements (full-time, part-time, relief position hours) at the Medical Center’s request for two (2) calendar quarters, and those hours could constitute a new regular position or expansion of a regular position under the contract, the Medical Center must post the additional hours for bidding.
