PROFESSIONAL STAFF CLASSIFICATIONS Sample Clauses

PROFESSIONAL STAFF CLASSIFICATIONS. 66.1 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 University Classification Committee, the Committee will provide the incumbent and the supervisor of the position with written reasons for the decision. 66.2 The following general principles apply to classification decisions: (a) All positions are subject to clause 66.1, irrespective of funding source, and budgetary considerations will not be taken into account when classifying a position; (b) The classification will be of the position not the occupant; (c) Classification decisions will be based on an assessment of the documentation of positions against the Classification Descriptors in Schedule 5; and (d) Particular regard will be had to pay equity principles and the classification descriptors will be applied consistently across positions. These processes apply to staff members at all Higher Education Worker (HEW) levels except those on performance-based contracts (PBCs).
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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...
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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).
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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.
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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.
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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.
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PROFESSIONAL STAFF CLASSIFICATIONS 
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Related to PROFESSIONAL STAFF CLASSIFICATIONS

  • Professional Standards The Contractor agrees to maintain the professional standards applicable to its profession and to Contractors doing business in the United States Virgin Islands.

  • Professional Status The Superintendent affirms that he is not under contract with any other board of education covering any part or all of the term provided in this contract. Throughout the contract term, he will hold a valid and appropriate certificate to act as a superintendent of schools in the State of Nebraska which he will register and maintain on file in the school district’s central administrative office. This contract shall not be valid and the Board will not compensate the Superintendent for any service performed prior to the date that he registers his certificate.

  • Professional Service Consultant agrees that all services and work performed under this agreement will be accomplished in a professional manner, in accordance with the accepted standards of Contractor’s profession.

  • Office Visits (other than Preventive Care Services) This plan covers office and clinic visits to diagnose or treat a sickness or injury. Office visit copayments differ depending on the type of provider you see. This plan covers physician visits in your home if you have an injury or illness that: • confines you to your home; or • requires special transportation; and • because of this injury or illness, you are physically unable to travel to the provider’s

  • Professional Engineering and Architect’s Services Professional Engineering and Architect’s Services are not permitted to be provided under this Agreement. Texas statutes prohibit the procurement of Professional Engineering and Architect’s Services through a cooperative agreement.

  • Professional Qualifications It shall be a condition of continued professional employment that employees must apply for enrolment in their appropriate professional licensing body by the thirtieth day of continuous service.

  • Professional Memberships Each employee is eligible for reimbursement for membership fees or dues paid for the maintenance of a license required to perform employee’s job and for dues paid for membership in one additional job related professional association.

  • General Standard Without prejudice to all other obligations of the parties under this contract, each party shall, in its dealings with the other for the purpose of, and in the course of performance of its obligations under, this contract, act with due efficiency and economy and in a timely manner with that degree of skill, diligence, prudence and foresight which should be exercised by a skilled and experienced: (a) network owner and operator (in the case of Network Rail); and (b) train operator (in the case of the Train Operator).

  • Note to Design Professional Please insert the number of additional Days allowed and the new Material Completion and Occupancy Date, or, if no additional time is allowed, insert “0” for the Days and “No Change” for the date.

  • General Standards An Assistant Professor will be competent to teach in a particular field, will be current in the literature of that field, and will seek to meet student needs in both the classroom and in non-classroom environments. However, an Assistant may be a junior member of the academic community, with little professional and/or teaching experience. Furthermore, an Assistant may have little experience in curriculum development, committee work, governance, professional and/or community service, etc. In short, an Assistant Professor generally will be new to tenure-track college teaching. For eligibility for promotion from Assistant to Associate Professor, the candidate must have served a minimum of four (4) years at the rank of Assistant Professor, and must show evidence that he/she has grown professionally and consistently has sought to meet student needs, in both the classroom and in non-classroom environments. A successful candidate for the rank of Associate Professor will have remained current in the field, and will have improved his/her teaching in some demonstrable way. He/she also will have demonstrated professional growth in one or more of the following ways: completion of additional appropriate course work (if applicable), attendance at professional conferences, service on campus and/or District committees, professional and/or community service, or, the production of some creative work. Evidence of professional growth will be drawn from a careful analysis of student evaluations and peer evaluations over a period of time, and from a critical reading of materials submitted by the candidate. For promotion from Associate to Professor, the candidate must have served a minimum of four (4) years at the rank of Associate Professor, and must show evidence that he/she has grown professionally to a point where he/she has mastered both a particular field of knowledge and the teaching of that knowledge. A successful candidate must show evidence that he/she consistently has sought to meet student needs, in both the classroom and non-classroom environments. A Professor should be a senior member of the faculty, one who has such substantial experience, knowledge, and skill that he/she could mentor junior faculty in his/her area of expertise. A Professor will have demonstrated all the same kinds of achievements and attributes necessary for promotion to the Associate Professor rank, but in addition will demonstrate that he/she is a leader in some appropriate sense. Evidence of professional growth and leadership will be drawn from a careful analysis of student evaluations and peer evaluations over a period of time, and from a critical reading of materials submitted by the candidate.

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