Position Reviews Clause Samples
The Position Reviews clause establishes a process for regularly evaluating an employee's job performance and role within the organization. Typically, this involves scheduled assessments where supervisors review the employee's achievements, areas for improvement, and alignment with organizational goals, often resulting in feedback or recommendations for development. The core function of this clause is to ensure ongoing communication about performance expectations and to provide a structured opportunity for both recognition and constructive feedback, thereby supporting employee growth and organizational effectiveness.
Position Reviews. (a) Where the responsibilities of a position have been significantly changed by Management or the position has changed over time, an employee may submit a request to EPCOR Human Resources for the review of the allocation of their position. The employee will complete a Position Description and submit it to their first-level management supervisor with a copy to Human Resources.
Position Reviews. Where the duties of a position have significantly changed, an employee, may submit a request to Human Resources for the review of the allocation of their position. The employee will complete a Position Description, and submit it to their first level Manager with a copy to Human Resources.
(a) Within twenty-one (21) calendar days of receipt, the Manager must review and sign off the Position Description and forward it to Human Resources. The Manager sign-off is required to verify the accountabilities of the position which have changed and is for use in the classification. Human Resources will provide a copy of this completed document to the Union.
(b) Within ten (10) calendar days of receiving the validated Position Description from the Manager, Human Resources will complete their review of the documentation and issue a decision. This decision will be communicated to the Union prior to both the employee and Manager.
(c) Should the position allocation change, the date the signed validated Position Description arrives in Human Resources will be the effective date of any change; in most instances. In extenuating circumstances, where it can be demonstrated that, through no fault of the employee, there was a significant delay in forwarding the Position Description, an alternate date may be considered. Human Resources will review these circumstances with management, and determine if the date should be prior to the date received in their office.
Position Reviews. Where the duties of a position have significantly changed, an employee, may submit a request to their Manager for the review of the allocation of their position. The employee will consult with their Manager to review their position description. The employee, Manager, and Human Resources will meet to determine review process and timelines which will be established on a case-by-case basis.
21.01.01. CAPITAL POWER Human Resources will provide a copy of this completed document to the Union.
21.01.02. The position review decision will be communicated to the Union.
21.01.03. Should the position allocation change, the date the signed validated Role Profile arrives in Human Resources will be the effective date of any change.
Position Reviews. (a) Where the responsibilities of a position have been significantly changed by Management or the position has changed over time, an employee may submit a request to EPCOR Human Resources for the review of the allocation of their position. The employee will complete a Position Description and submit it to their first-level management supervisor with a copy to Human Resources.
(b) Within twenty-one (21) calendar days of receipt, the management supervisor must review, verify and sign off the Position Description as submitted by the employee and forward it to EPCOR Human Resources. EPCOR Human Resources will provide a copy of this completed document to the Union.
(c) Within ten (10) calendar days of receiving the verified Position Description from the management supervisor, EPCOR Human Resources will complete their review of the documentation and issue a written decision. This decision will be communicated to the employee and copied to the Union and the management supervisor.
(i) Should the Union consider that the aforementioned changes to an existing position are such that they deem a new classification has been created, the Union will advise the Company of this decision and request that the rate of pay for that classification be negotiated.
(ii) If the position under review is vacant, the Company may post the position immediately and any resulting negotiated increase to the rate of pay will be retroactive to the date of the appointment.
Position Reviews. Where the duties of a position have significantly changed, an employee, may submit a request to Human Resources for the review of the allocation of their position. The employee will complete a Position Description, and submit it to their first level Manager with a copy to Human Resources.
(a) Within twenty-one (21) calendar days of receipt, the Manager must review and sign off the Position Description and forward it to Human Resources. Human Resources will provide a copy of this completed document to the Union.
(b) Within ten (10) calendar days of receiving the validated Position Description from the Manager, Human Resources will complete their review of the documentation and issue a decision. This decision will be communicated to the Union prior to both the employee and Manager.
(c) Should the position allocation change, the date the signed validated Position Description arrives in Human Resources will be the effective date of any change; in most instances. In extenuating circumstances, where it can be demonstrated that, through no fault of the employee, there was a significant delay in forwarding the Position Description, an alternate date may be considered. Human Resources will review these circumstances with management, and determine if the date should be prior to the date received in their office.