PROFESSIONAL STAFF CLASSIFICATIONS Sample Clauses

PROFESSIONAL STAFF CLASSIFICATIONS. 60.1 All professional staff positions covered by this Agreement, except apprentice and trainee positions, will be classified according to the classification standards set out in Schedule 2 of this agreement. 60.2 The classification system will provide a clear, transparent and consistent approach to classifying professional staff positions at RMIT whether they are new, vacant or existing positions with an incumbent. 60.3 Application for classification review of a position may be made at any time. All continuing, fixed term and regular casual professional staff may submit a Position Analysis document for a classification review. 60.4 A review of an incumbent’s position’s classification will assess the work value of the position, not the performance of the incumbent, the workload, the financial circumstances of the work area. 60.5 The Classification Committee will meet regularly to ensure the timely review of existing positions, and the reporting of outcomes to the incumbent. 60.6 Where a committee is formed to review a position classification, for each management representative, it will contain an RMIT professional staff member from the pool nominated by the NTEU. All committee members will be trained in the classification system.

PROFESSIONAL STAFF CLASSIFICATIONS. 56.1 Professional Staff shall be classified in accordance with the Position Classification Descriptors set out in Schedule 1. 56.2 Positions will be classified at the level which most accurately reflects the work to be performed, taking into account the duties and responsibilities of the position. 56.3 The University shall maintain a position description for every professional staff member. 56.4 Classification Review Process (a) The classification review process is the mechanism for maintaining current classification information concerning positions within the University. The process enables Employees and supervisors to describe a position and record changes that occur. This information is then assessed to determine if the classification has been correctly evaluated in light of skills and knowledge required for the position. (b) Classification reviews shall occur where: (i) a vacant position has changed to such an extent that the position warrants review; or (ii) a request is made by the incumbent or supervisor because: A. the duties and responsibilities of the position have changed significantly; and/or B. it is considered that the position is no longer accurately classified. (c) An application for reclassification of a position can be made by an incumbent Employee or by the supervisor of the position. (d) Human Resources will initially classify all new and vacant positions against the Position Classification Descriptors. (e) All classification reviews of existing positions will be undertaken by designated staff within Human Resources. A classification decision should be communicated to the incumbent of the position and their supervisor within one month of receiving a review request with a written explanation of the reasons why the decision was reached if the classification review does not result in a change to the classification.

PROFESSIONAL STAFF CLASSIFICATIONS. 6657.1 All professional staff positions will be classified according to the Professional Staff Position Classification Descriptors at Schedule 5. Positions will be classified at the level which most accurately reflects the work required to be performed, taking into account the duties and responsibilities of the position. To avoid doubt, this includes grant funded and research positions. Where a position incumbent makes application for reclassification and the application is not approved by the relevant uUniversity Classification Committee, the Committee will provide the incumbent and the supervisor of the position with written reasons for the decision.

PROFESSIONAL STAFF CLASSIFICATIONS. ‌ 30.1 Professional staff positions will be classified in accordance with this Position Classification Standards set out in Schedule 1, at the classification level that most accurately reflects the work to be performed, taking into account the duties and responsibilities of the position. 30.2 The University will provide a position description to every professional staff member who is engaged on a non-casual basis. 30.3 A staff member, or the staff member’s supervisor, may seek a review of the classification of an existing position where: (a) the duties and responsibilities of the position have changed; and/or (b) it is considered that the position is no longer accurately classified. 30.4 All classification reviews will be undertaken by designated staff within Human Resources. A classification decision will normally be communicated to the staff member and their supervisor within one (1) month of receiving a review request, including a written explanation of the reasons why the decision was reached if the classification review does not result in a change to the classification. 30.5 A staff member may appeal the outcome of a classification review decision by providing a written appeal to the Executive Director, Human Resources, within ten (10) working days of the date of the advice of the outcome of the classification review. 30.6 The staff member’s appeal must state in writing the grounds for appeal, which may be one or more of the following grounds: (a) That the decision failed to properly apply the classification descriptors; and/or (b) That there were procedural irregularities that would have influenced the classification decision; and/ or (c) That the principles of natural justice (i.e. fairness and propriety) were not adhered to. 30.7 The Executive Director, Human Resources will refer the appeal to a Classification Appeals Committee (CAC). The CAC will consist of a member nominated by the University and a member nominated by the NTEU who have the skills and experience to undertake a review. The CAC will review the staff member’s appeal and provide a recommendation to the Executive Director, Human Resources. In forming the recommendation, the CAC will seek to form a consensus view. Where a consensus cannot be reached, each member will prepare their own recommendation for the Executive Director, Human Resources and include an explanation as to why they could not reach a consensus with the other member. 30.8 The Executive Director, Human Resources, will co...

PROFESSIONAL STAFF CLASSIFICATIONS. 67.1 All professional staff positions will be classified according to the Professional Staff Position Classification Descriptors. Positions will be classified at the level which most accurately reflects the work required to be performed, taking into account the duties and responsibilities of the position. Where a position incumbent makes application for reclassification and the application is not approved by the relevant university Classification Committee, the Committee will provide the incumbent and the supervisor of the position with written reasons for the decision. These processes apply to staff members at all Higher Education Worker (HEW) levels except those on performance-based contracts (PBCs).

PROFESSIONAL STAFF CLASSIFICATIONS