Common use of RATING OF POSITION Clause in Contracts

RATING OF POSITION. a. Before the JJEC proceeds with a reconsideration, the Committee must receive a copy of the Job Evaluation Reconsideration Form, the current approved job description for the position, and the current Rating Sheet, and any supporting documentation to the process (i.e. previous rating sheet and previous job description). The approved job description shall be the primary document used for the reconsideration. The gathering of information shall involve requesting the incumbent(s) and manager to complete an up-to-date Job Analysis Questionnaire. The incumbent to the position and the manager shall attend a meeting (together or separately) of the JJEC before the final ratings are completed. If the JJEC agrees that the approved job description is not reflective of the duties the Committee will forward the matter to the Joint Standing Committee for resolution within five (5) working days of making that decision. The job evaluation reconsideration for the position will be suspended pending resolution by the Joint Standing Committee. If a resolution is not reached by the Joint Standing Committee in the matter, it will then be referred to arbitration. b. Where the approved job description has been changed by the College, the JJEC shall meet to rate each sub-factor of the job, and to establish a new rating for the job. The rating of the job shall be recorded on a Rating Sheet which shall determine the pay grade for the job. The Rating Sheet will be signed off by all the JJEC appointed decision-making members in attendance. A copy of the results shall be forwarded to the incumbent to the position, the manager, and the Union within fourteen (14) calendar days. Additionally, the incumbent to the position, the manager, or the Union may request a copy of the signed-off Rating Sheet. c. If the job is rated at a pay grade higher than the existing pay grade, the position shall be placed in the new pay grade and the incumbent’s rate of pay shall be adjusted retroactive to the date of request for reconsideration. If the job rating results in a lower pay grade, the incumbent employee shall be exception-rated. The incumbent employee will receive one hundred percent (100%) of the general salary increases that are provided for in this collective agreement or are negotiated in future collective bargaining. However, if the incumbent employee leaves his/her position, and the vacancy is to be filled, the position will be posted at the applicable current pay equity target rate. d. Either the incumbent(s)/Union or the manager(s)/College may appeal the JJEC decision by submitting a written request stating the reason(s) for the appeal as outlined in 8.07 (Disputes, Resolutions, and Appeals). Any such request shall be submitted within fourteen (14) calendar days of the receipt of the Rating Sheet from the JJEC.

RATING OF POSITION. a. Before the JJEC proceeds with a reconsideration, the Committee must receive a copy of the Job Evaluation Reconsideration Form, the current approved job description for the position, and the current Rating Sheet, and any supporting documentation to the process (i.e. previous rating sheet and previous job description). The approved job description shall be the primary document used for the reconsideration. The gathering of information shall involve requesting the incumbent(s) and manager to complete an up-to-date Job Analysis Questionnaire. The incumbent to the position and the manager shall attend a meeting (together or separately) of the JJEC before the final ratings are completed. If the JJEC agrees that the approved job description is not reflective of the duties the Committee will forward the matter to the Joint Standing Committee for resolution within five (5) working days of making that decision. The job evaluation reconsideration for the position will be suspended pending resolution by the Joint Standing Committee. If a resolution is not reached by the Joint Standing Committee in the matter, it will then be referred to arbitration. b. Where the approved job description has been changed by the College, the JJEC shall meet to rate each sub-factor of the job, and to establish a new rating for the job. The rating of the job shall be recorded on a Rating Sheet which shall determine the pay grade for the job. The Rating Sheet will be signed off by all the JJEC appointed decision-decision- making members in attendance. A copy of the results shall be forwarded to the incumbent to the position, the manager, and the Union within fourteen (14) calendar days. Additionally, the incumbent to the position, the manager, or the Union may request a copy of the signed-off Rating Sheet. c. If the job is rated at a pay grade higher than the existing pay grade, the position shall be placed in the new pay grade and the incumbent’s rate of pay shall be adjusted retroactive to the date of request for reconsideration. If the job rating results in a lower pay grade, the incumbent employee shall be exception-rated. The incumbent employee will receive one hundred percent (100%) of the general salary increases that are provided for in this collective agreement or are negotiated in future collective bargaining. However, if the incumbent employee leaves his/her position, and the vacancy is to be filled, the position will be posted at the applicable current pay equity target rate. d. Either the incumbent(s)/Union or the manager(s)/College may appeal the JJEC decision by submitting a written request stating the reason(s) for the appeal as outlined in 8.07 (Disputes, Resolutions, and Appeals). Any such request shall be submitted within fourteen (14) calendar days of the receipt of the Rating Sheet from the JJEC.

RATING OF POSITION. a. Before the JJEC proceeds with a reconsideration, the Committee must receive a copy of the Job Evaluation Reconsideration Form, the current approved job description for the position, and the current Rating Sheet, and any supporting documentation to the process (i.e. previous rating sheet and previous job description). The approved job description shall be the primary document used for the reconsideration. The gathering of information shall involve requesting the incumbent(s) and manager to complete an up-to-date Job Analysis Questionnaire. The If the committee has no questions and is in agreement with the ratings, the incumbent to the position and the manager are informed and asked if they would like to request a meeting with the committee. If the committee has questions, the incumbent to the position and the manager shall attend a meeting (together or separately) of the JJEC before the final ratings are completed. If the JJEC agrees that the approved job description is not reflective of the duties the Committee will forward the matter to the Joint Standing Committee for resolution within five (5) working days of making that decision. The job evaluation reconsideration for the position will be suspended pending resolution by the Joint Standing Committee. If a resolution is not reached by the Joint Standing Committee in the matter, it will then be referred to arbitration. b. Where the approved job description has been changed by the College, the JJEC shall meet to rate each sub-factor of the job, and to establish a new rating for the job. The rating of the job shall be recorded on a Rating Sheet which shall determine the pay grade for the job. The Rating Sheet will be signed off by all the JJEC appointed decision-making members in attendance. A copy of the results shall be forwarded to the incumbent to the position, the manager, and the Union within fourteen (14) calendar days. Additionally, the incumbent to the position, the manager, or the Union may request a copy of the signed-off Rating Sheet. c. If the job is rated at a pay grade higher than the existing pay grade, the position shall be placed in the new pay grade and the incumbent’s rate of pay shall be adjusted retroactive to the date of request for reconsiderationreconsideration which will be the HR date stamp on the questionnaire when it is received by Human Resources. If the job rating results in a lower pay grade, the incumbent employee shall be exception-rated. The incumbent employee will receive one hundred percent (100%) of the general salary increases that are provided for in this collective agreement or are negotiated in future collective bargaining. However, if the incumbent employee leaves his/her their position, and the vacancy is to be filled, the position will be posted at the applicable current pay equity target rate. d. Either the incumbent(s)/Union or the manager(s)/College may appeal the JJEC decision by submitting a written request stating the reason(s) for the appeal as outlined in 8.07 8.09 (Disputes, Resolutions, and Appeals). Any such request shall be submitted within fourteen (14) calendar days of the receipt of the Rating Sheet from the JJEC.fourteen

RATING OF POSITION. a. Before the JJEC proceeds with a reconsideration, the Committee must receive a copy of the Job Evaluation Reconsideration Form, the current approved job description for the position, and the current Rating Sheet, and any supporting documentation to the process (i.e. previous rating sheet and previous job description). The approved job description shall be the primary document used for the reconsideration. The gathering of information shall involve requesting the incumbent(s) and manager to complete an up-to-date Job Analysis Questionnaire. The If the committee has no questions and is in agreement with the ratings, the incumbent to the position and the manager are informed and asked if they would like to request a meeting with the committee. If the committee has questions, the incumbent to the position and the manager shall attend a meeting (together or separately) of the JJEC before the final ratings are completed. If the JJEC agrees that the approved job description is not reflective of the duties the Committee will forward the matter to the Joint Standing Committee for resolution within five (5) working days of making that decision. The job evaluation reconsideration for the position will be suspended pending resolution by the Joint Standing Committee. If a resolution is not reached by the Joint Standing Committee in the matter, it will then be referred to arbitration. b. Where the approved job description has been changed by the College, the JJEC shall meet to rate each sub-factor of the job, and to establish a new rating for the job. The rating of the job shall be recorded on a Rating Sheet which shall determine the pay grade for the job. The Rating Sheet will be signed off by all the JJEC appointed decision-decision- making members in attendance. A copy of the results shall be forwarded to the incumbent to the position, the manager, and the Union within fourteen (14) calendar days. Additionally, the incumbent to the position, the manager, or the Union may request a copy of the signed-off Rating Sheet. c. If the job is rated at a pay grade higher than the existing pay grade, the position shall be placed in the new pay grade and the incumbent’s rate of pay shall be adjusted retroactive to the date of request for reconsiderationreconsideration which will be the HR date stamp on the questionnaire when it is received by Human Resources. If the job rating results in a lower pay grade, the incumbent employee shall be exception-rated. The incumbent employee will receive one hundred percent (100%) of the general salary increases that are provided for in this collective agreement or are negotiated in future collective bargaining. However, if the incumbent employee leaves his/her position, and the vacancy is to be filled, the position will be posted at the applicable current pay equity target rate. d. Either the incumbent(s)/Union or the manager(s)/College may appeal the JJEC decision by submitting a written request stating the reason(s) for the appeal as outlined in 8.07 8.09 (Disputes, Resolutions, and Appeals). Any such request shall be submitted within fourteen (14) calendar days of the receipt of the Rating Sheet from the JJEC.

RATING OF POSITION. a. Before the JJEC proceeds with a reconsideration, the Committee must receive a copy of the Job Evaluation Reconsideration Form, the current approved job description for the position, and the current Rating Sheet, and any supporting documentation to the process (i.e. previous rating sheet and previous job description). The approved job description shall be the primary document used for the reconsideration. The gathering of information shall involve requesting the incumbent(s) and manager to complete an up-to-date Job Analysis Questionnaire. The If the committee has no questions and is in agreement with the ratings, the incumbent to the position and the manager are informed and asked if they would like to request a meeting with the committee. If the committee has questions, the incumbent to the position and the manager shall attend a meeting (together or separately) of the JJEC before the final ratings are completed. If the JJEC agrees that the approved job description is not reflective of the duties the Committee will forward the matter to the Joint Standing Committee for resolution within five (5) working days of making that decision. The job evaluation reconsideration for the position will be suspended pending resolution by the Joint Standing Committee. If a resolution is not reached by the Joint Standing Committee in the matter, it will then be referred to arbitration. b. Where the approved job description has been changed by the College, the JJEC shall meet to rate each sub-factor of the job, and to establish a new rating for the job. The rating of the job shall be recorded on a Rating Sheet which shall determine the pay grade for the job. The Rating Sheet will be signed off by all the JJEC appointed decision-making members in attendance. A copy of the results shall be forwarded to the incumbent to the position, the manager, and the Union within fourteen (14) calendar days. Additionally, the incumbent to the position, the manager, or the Union may request a copy of the signed-off Rating Sheet. c. If the job is rated at a pay grade higher than the existing pay grade, the position shall be placed in the new pay grade and the incumbent’s rate of pay shall be adjusted retroactive to the date of request for reconsiderationreconsideration which will be the HR date stamp on the questionnaire when it is received by Human Resources. If the job rating results in a lower pay grade, the incumbent employee shall be exception-rated. The incumbent employee will receive one hundred percent (100%) of the general salary increases that are provided for in this collective agreement or are negotiated in future collective bargaining. However, if the incumbent employee leaves his/her position, and the vacancy is to be filled, the position will be posted at the applicable current pay equity target rate. d. Either the incumbent(s)/Union or the manager(s)/College may appeal the JJEC decision by submitting a written request stating the reason(s) for the appeal as outlined in 8.07 8.09 (Disputes, Resolutions, and Appeals). Any such request shall be submitted within fourteen (14) calendar days of the receipt of the Rating Sheet from the JJEC.fourteen

RATING OF POSITION. a. Before the JJEC proceeds with a reconsideration, the Committee must receive a copy of the Job Evaluation Reconsideration Form, the current approved job description for the position, and the current Rating Sheet, and any supporting documentation to the process (i.e. previous rating sheet and previous job description). The approved job description shall be the primary document used for the reconsideration. The gathering of information shall involve requesting the incumbent(s) and manager to complete an up-to-date Job Analysis Questionnaire. The If the committee has no questions and is in agreement with the ratings, the incumbent to the position and the manager are informed and asked if they would like to request a meeting with the committee. If the committee has questions, the incumbent to the position and the manager shall attend a meeting (together or separately) of the JJEC before the final ratings are completed. If the JJEC agrees that the approved job description is not reflective of the duties the Committee will forward the matter to the Joint Standing Labour Management Committee for resolution within five (5) working days of making that decision. The job evaluation reconsideration for the position will be suspended pending resolution by the Joint Standing Labour Management Committee. If a resolution is not reached by the Joint Standing Labour Management Committee in the matter, it will then be referred to arbitration. b. Where the approved job description has been changed by the College, the JJEC shall meet to rate each sub-factor of the job, and to establish a new rating for the job. The rating of the job shall be recorded on a Rating Sheet which shall determine the pay grade for the job. The Rating Sheet will be signed off by all the JJEC appointed decision-making members in attendance. A copy of the results shall be forwarded to the incumbent to the position, the manager, and the Union within fourteen (14) calendar days. Additionally, the incumbent to the position, the manager, or the Union may request a copy of the signed-off Rating Sheet. c. If the job is rated at a pay grade higher than the existing pay grade, the position shall be placed in the new pay grade and the incumbent’s rate of pay shall be adjusted retroactive to the date of request for reconsiderationreconsideration which will be the HR date stamp on the questionnaire when it is received by Human Resources. If the job rating results in a lower pay grade, the incumbent employee shall be exception-rated. The incumbent employee will receive one hundred percent (100%) of the general salary increases that are provided for in this collective agreement or are negotiated in future collective bargaining. However, if the incumbent employee leaves his/her their position, and the vacancy is to be filled, the position will be posted at the applicable current pay equity target rate. d. Either the incumbent(s)/Union or the manager(s)/College may appeal the JJEC decision by submitting a written request stating the reason(s) for the appeal as outlined in 8.07 8.09 (Disputes, Resolutions, and Appeals). Any such request shall be submitted within fourteen (14) calendar days of the receipt of the Rating Sheet from the JJEC.fourteen

RATING OF POSITION. a. Before the JJEC proceeds with a reconsideration, the Committee must receive a copy of the Job Evaluation Reconsideration Form, the current approved job description for the position, and the current Rating Sheet, and any supporting documentation to the process (i.e. previous rating sheet and previous job description). The approved job description shall be the primary document used for the reconsideration. The gathering of information shall involve requesting the incumbent(s) and manager to complete an up-to-date Job Analysis Questionnaire. The incumbent to the position and the manager shall attend a meeting (together or separately) of the JJEC before the final ratings are completed. If the JJEC agrees that the approved job description is not reflective of the duties the Committee will forward the matter to the Joint Standing Committee for resolution within five (5) working days of making that decision. The job evaluation reconsideration for the position will be suspended pending resolution by the Joint Standing Committee. If a resolution is not reached by the Joint Standing Committee in the matter, it will then be referred to arbitration. b. Where the approved job description has been changed by the College, the JJEC shall meet to rate each sub-factor of the job, and to establish a new rating for the job. The rating of the job shall be recorded on a Rating Sheet which shall determine the pay grade for the job. The Rating Sheet will be signed off by all the JJEC appointed decision-making members in attendance. A copy of the results shall be forwarded to the incumbent to the position, the manager, and the Union within fourteen (14) calendar days. Additionally, the incumbent to the position, the manager, or the Union may request a copy of the signed-off Rating Sheet. c. If the job is rated at a pay grade higher than the existing pay grade, the position shall be placed in the new pay grade and the incumbent’s rate of pay shall be adjusted retroactive to the date of request for reconsideration. If the job rating results in a lower pay grade, the incumbent employee shall be exception-rated. The incumbent employee will receive one hundred percent (100%) of the general salary increases that are provided for in this collective agreement or are negotiated in future collective bargaining. However, if the incumbent employee leaves his/her position, and the vacancy is to be filled, the position will be posted at the applicable current pay equity target rate.the d. Either the incumbent(s)/Union or the manager(s)/College may appeal the JJEC decision by submitting a written request stating the reason(s) for the appeal as outlined in Article 8.07 (Disputes, Resolutions, and Appeals). Any such request shall be submitted within fourteen (14) calendar days of the receipt of the Rating Sheet from the JJEC.