RE-EVALUATION OF EXISTING POSITIONS Sample Clauses

RE-EVALUATION OF EXISTING POSITIONS. (a) The incumbent(s) or the designated manager or YusApuY may request a re- evaluation of an existing position based upon significant change by requesting a Statement of Significant Change Form from the Compensation Office. (Significant Change is defined as occurring when the Employer adds, removes or otherwise alters the responsibilities of a position on an ongoing basis and there is a demonstrated change in the skill, or effort, or responsibility or working conditions required to perform the new or altered duties.) (Examples of the types of change are included in the Statement of Significant Change Guidelines. Statement of Significant Change Forms and Guidelines are available from the Compensation Office.)
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RE-EVALUATION OF EXISTING POSITIONS. A request for review of a position may be initiated by:
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RE-EVALUATION OF EXISTING POSITIONS. (a) The or the designated manager or may request a re- evaluation of an existing position based upon significant change by requesting a Statement of Significant Change Form from the Compensation (Significant Change is defined as occurring when the employer adds, removes or otherwise alters the responsibilities of a position on an ongoing basis and there is a demonstrated change in the skill, or effort, or responsibility or working conditions required to perform the new or altered duties.) (Examples of the types of change are included in the Statement of Significant Change Guidelines. Statement of Significant Change Forms and Guidelines are available from the Compensation Procedure for Requesting a Statement of Significant Change Form To initiate the process for determining if significant change has occurred in a position, the the designated manager or may request a Statement of Significant Change Form through the Compensation Office. The Compensation Office issue the Form within five (5) working days. Procedure for Completing and Submitting a Statement of Significant Change Form There are two (2) ways in which a Statement of Significant Change Form may be completed and submitted: If both the designated manager and the agree that significant change has occurred, they may jointly complete a Statement of Significant Change Form, which both shall sign and date. This completed Form shall be returned to the Compensation Office within two (2) months of the issue date. Upon receipt of a jointly completed Statement of Significant Change Form in the Compensation Office a Job Evaluation Questionnaire shall be forwarded to the within five (5) working days for completion. If either the or the designated manager completes the Statement of Significant Change Form it shall be forwarded to the Compensation Office within two (2) months of the issue date. Upon receipt of the Statement of Significant Change Form the Compensation Office shall provide the original completed Form to the other party (either the or the designated manager) within (five) working days. If the recipient (the designated manager or agrees with the content, then the recipient shall sign and return the original Statement of Significant Change Form to the Compensation Office within fifteen (15) working days of the issue date. The Compensation Office shall forward a Job Evaluation Questionnaire to the within five (5) working days for completion. If the recipient (the designated manager or does not agree wit...
Sample 1

Related to RE-EVALUATION OF EXISTING POSITIONS

  • Finalization of Evaluation A Written Report 1 Before the evaluation cycle is final, and not later than May 10, a copy of the formal written evaluation report shall be given to the teacher and a conference shall be held between the teacher and the evaluator.

  • Annual Evaluations The purpose of the annual evaluation is to assess and communicate the nature and extent of an employee's performance of assigned duties consistent with the criteria specified below in this Policy. Except for those employees who have received notice of non-reappointment pursuant to the BOT- UFF Policy on Non- reappointment, every employee shall be evaluated at least once annually. Personnel decisions shall take such annual evaluations into account, provided that such decisions need not be based solely on written faculty performance evaluations.

  • Completion of Evaluation Cycle 1. The summative evaluation rating shall be based upon a preponderance of the evidence, assessed in a holistic manner, that is aligned to the Ohio Educator Standards. Only evidence gathered during the walkthroughs and formal observations that are conducted for the current school year may be used.

  • Evidence Used In Evaluation The following categories of evidence shall be used in evaluating each Educator:

  • Annual Evaluation The Partnership will be evaluated on an annual basis through the use of the Strategic Partnership Annual Evaluation Format as specified in Appendix C of OSHA Instruction CSP 00-00-000, OSHA Strategic Partnership Program for Worker Safety and Health. The Choate Team will be responsible for gathering required participant data to evaluate and track the overall results and success of the Partnership. This data will be shared with OSHA. OSHA will be responsible for writing and submitting the annual evaluation.

  • Re-evaluation a) When a job has moved to a higher group as a result of re-evaluation, the resulting rate shall be retroactive from the date that Management or the employee has applied to the Plant Job Review Committee for re-evaluation.

  • Independent Evaluation Buyer is an experienced and knowledgeable investor in the oil and gas business. Buyer has been advised by and has relied solely on its own expertise and legal, tax, title, reservoir engineering, environmental and other professional counsel concerning this transaction, the Properties, the value thereof and title thereto.

  • Formal Evaluations The employer shall undertake formal evaluations of an employee’s performance of the various duties and responsibilities of a position only if one or more of the following conditions is present: • employee request • mutual agreement of hiring unit and employee • recommendation arising from informal evaluation • decision of Chair, Xxxx, Director or designate resulting from the processing of a complaint in accordance with Article 8.

  • Timing of Evaluations Annual performance evaluations shall normally take place near the anniversary date of completion of original probation. However, as to employees who have been rehired as a restoration or after a reduction in force, the date of rehire shall be the anniversary date for the annual evaluation. The Human Resources Department will attempt to secure agency cooperation in conducting the evaluation process in reasonable relationship to the above schedule. Failure to conduct a timely annual rating shall not be grievable. Deadline for Evaluation Meetings: A meeting to discuss an evaluation shall be held within forty- five (45) days after the applicable anniversary date, or after the end of any prescriptive period for remediation (“PPR”) or warning period. This deadline may be extended to accommodate the employee’s illness or injury. Where the deadline is not satisfied, the employee shall be granted an annual overall presumptive rating equal to their last annual overall rating, but not less than a Satisfactory (“S”) rating. However, if the time for annual evaluation falls during a PPR or warning period (See Disciplinary Action Article, Section 1(e)(ii) & (iii), the annual evaluation shall be waived, and the last evaluation in such process shall be deemed to be the annual evaluation. In the event the time for annual evaluation falls subsequent to the issuance of a notice of performance deficiency (Step 1) but prior to the commencement of a PPR, the employer may issue an evaluation which does not supersede the previously issued notice. A special evaluation may be used at any time except it shall not be used as a late annual evaluation. Written feedback furnished to an employee which would have constituted the annual evaluation had it been timely conducted, shall not be considered as an evaluation, shall not be placed in the employee’s file at the time of issuance, shall not be grievable and does not require the presence of a union representative when issued. An oral or written notice of performance deficiency (Step 1 in the order of progressive corrective action) shall not be grievable when issued, and, when issued, shall not require the presence of a union representative. However, once Step 2 of progressive corrective action has been implemented (a special or annual evaluation coupled with a PPR) such notice or a written record of such notice shall be placed in the employee’s personnel file and shall be fully grievable.

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