RECLASSIFICATION PROCESS. The following process will be followed when bargaining unit members make a request to the District and the Association for reclassification. The same process will be followed when the District requests a reclassification.
A. The employee who desires to be considered for reclassifi- cation shall request the Reclassification Request Form from the Livonia Secretarial Association President or the Human Resources Office.
B. The completed request forms will be submitted to the As- sistant Superintendent of Human Resources and District Services and the Livonia Secretarial Association President.
C. Upon receipt of the reclassification request, the Assistant Superintendent of Human Resources and District Services or his/her designee will convene a reclassification commit- tee to consider the request. The Reclassification Commit- tee shall be composed of the following members:
1. Administration (2)
a. Assistant Superintendent of Human Re- sources and District Services or designee
b. Administration Representative that is ap- propriate to the assignment of the em- ployee making a reclassification request b. LSA Area Representative(s) that is appropriate to the assignment of the employee making the request
c. LSA Executive Director (ex-officio, non-voting)
D. The Reclassification Committee shall meet in a timely man- ner subsequent to the receipt of the request by the office of the Assistant Superintendent of Human Resources and District Services, and shall consider the request, including rationale submitted by the employee making the request, and any other pertinent information the members of the committee may choose to present for consideration.
E. The Assistant Superintendent of Human Resources and District Services shall make his/her final decision and com- municate it to the members of the Committee and to the employee making the request within ten (10) working days after the Committee meets.
F. Depending on the time of year the reclassification requests are made, additional time may be granted to process the request not to exceed ninety (90) calendar days.
G. The parties understand that the process described herein shall not be interpreted to prevent either party from raising such issues as matters of collective bargaining; nor shall this process limit such issues to be considered through the collective bargaining process only.
RECLASSIFICATION PROCESS. The purpose of this section is to provide a formal process for non-probationary employees to bring forward issues related to working outside of their classification descriptions. This process is conducted on an annual basis as indicated in Appendix I. District Human Resources shall facilitate the work of the Committee and communicate their decisions.
RECLASSIFICATION PROCESS. 18.7.1 Classified job descriptions will also be reviewed for the following reasons:
18.7.1.1 Placement of a new position on the salary schedule.
18.7.1.2 The job description has been changed by a supervisor and approved by the Office for Human Resources.
18.7.1.3 The employee believes that tasks being requested by the supervisor do not fall into the scope of the current job description and do not fit under the general category of “other duties as assigned by the supervisor.” This request does not require the supervisor’s signature.
18.7.2 A position will be reviewed solely on the minimum requirements of the official job description and not on the individual performance of the employee. This will be communicated to those who file a request prior to the review process.
18.7.3 Classified employees who wish to have their position reviewed must return a completed application to the Office for Human Resources. Any revisions in the job description must accompany the application and must have been reviewed by the immediate supervisor who also signs the request for review form.
18.7.4 Employees who are requesting a verification of placement will be advised they are entitled to representation and are encouraged to contact the Colorado Classified School Employees Association.
18.7.5 The positions will be reviewed according to the procedures set forth in Article 18.1.
18.7.5.1 If a change is determined to be warranted, the applicant, the applicant’s supervisors and other employees sharing the same job description will be notified of the recommendation and the effective date of change, if applicable.
18.7.6 The review process may take up to two (2) months to complete.
18.7.7 The Superintendent will be informed of placement changes via the review process.
18.7.8 The Office for Human Resources will insure that the revised job descriptions are archived for future reference.
18.7.9 Whenever the District creates a new classified job description the Human Resources Department of the District will inform CCSEA of the new classification. Upon mutual agreement, such position will be added to Appendix A-2.
RECLASSIFICATION PROCESS. 14.4.1 Classifications which are brought forward for review shall be considered by a four member Reclassification Panel which shall include two appointees from SEIU and two management appointees.
14.4.2 The Reclassification Panel shall attempt to reach consensus and apply the criteria set forth above to determine whether or not to recommend that a position(s) be reclassified, effective for the next fiscal year. In evaluating requests for reclassification, the Reclassification Panel shall use the following data, including but not limited to:
14.4.2.1 A comparison of the employee’s actual duties and responsibilities with the duties shown on the employee’s classification specifications.
14.4.2.2 A Comparison of the duties and responsibilities of the classification into which the employee believes he/she should be classified.
14.4.2.3 Oral and/or written information presented by th employee, supervisor or any other person with knowledge relevant to the Panel’s work.
14.4.2.4 An on-the-job desk audit, if determined necessary by the Panel.
14.4.2.5 New and increased duties known of or assigned by the supervisor. Duties assumed by the employee, without such knowledge or assignment shall not be the basis for reclassification. If not known, assigned or approved by the supervisor, such duties and responsibilities will immediately cease.
14.4.3 The Reclassification Panel may include the following in their advisory recommendation:
14.4.3.1 Range placement 14.4.2.2 Changes in job description 14.4.2.3 Job title changes 14.4.2.4 Creation of a new classification or range
RECLASSIFICATION PROCESS. The BCGEU agrees that no bargaining unit position will be reclassified without mutual agreement.
RECLASSIFICATION PROCESS. The purpose of this section is to provide a formal process for employees to bring forward issues related to working outside of their classification descriptions. This process is conducted on an annual basis as indicated in Appendix I. While the District is conducting a classification (Hay) study, the reclassification process as found in Article 17.5 will be postponed until November, 2014, in order to allow a workgroup comprised of Local 1, District and a third party provider to meet and revise the reclassification process. Draft language is to be completed by May of 2014 for consideration in 2014-15 negotiations.
RECLASSIFICATION PROCESS. The purpose of this section is to provide a formal process for employees to bring forward issues related to working outside of their classification descriptions. This process is conducted on an annual basis as indicated in Appendix I.
RECLASSIFICATION PROCESS. A. Requests for reclassification (promotion) may be made by either the Principle Investigator (PI) or the Research Assistant or Research Associate and forwarded through the Human Resources department when:
1. The incumbent meets the minimum education and experience requirements of the next level as identified in the criteria listed on the Human Resources webpage. UConn-AAUP will be notified of any changes to the criteria; and
2. When assigned job duties meet the description of the next level. The method of classification analysis shall be a job audit performed by specialists in the Department of Human Resources.
B. Human Resources shall supply the reclassification application within one (1) week after receiving a written request for reclassification. The Research Assistant/Associate will complete the application and return it to Human Resources together with a copy of their curriculum vitae (CV). The PI, Department Head, and/or Xxxx/Director will confirm the information on the application, and the application shall be returned to Human Resources.
C. Except in unusual circumstances, within four (4) weeks following receipt of the application, Human Resources will complete its audit. The employee and the PI will be notified in writing of the audit results. In no case shall the delay be more than ninety (90) days from the submission date of the application. Audit results shall not be grievable.
D. If the audit process reveals that an existing higher-level job classification is appropriate, the effective date of the reclassification shall be no more than ninety (90) days from the submission date of the application. The Research Assistant/Associate will have their salary increased by 2% or $1500, whichever is less.
RECLASSIFICATION PROCESS. The following process will be followed when bargaining unit members make a request to the District and the Association for reclassification. The same process will be followed when the District requests a reclassification.
A. The employee who desires to be considered for reclassification shall request the Reclassification Request Form from the Livonia Secretarial Association President or the Human Resources Office.
B. The completed request forms will be submitted to the Director of Human Resources and the Livonia Secretarial Association President.
C. Upon receipt of the reclassification request, the Director of Human Resources or his/her designee will convene a reclassification committee to consider the request. The Reclassification Committee shall be composed of the following members:
1. Administration (2)
a. Director of Human Resources or designee
b. Administration Representative that is appropriate to the assignment of the employee making a reclassifi- cation request
2. Livonia Secretarial Association
a. LSA President or designee
b. LSA Area Representative(s) that is appropriate to the assignment of the employee making the request
c. LSA Executive Director (ex-officio, non-voting)
D. The Reclassification Committee shall meet in a timely manner subsequent to the receipt of the request by the office of the Director of Human Resources, and shall consider the request, including rationale submitted by the employee making the request, and any other pertinent information the members of the committee may choose to present for consideration.
E. The Director of Human Resources shall make his/her final decision and communicate it to the members of the Committee and to the employee making the request within ten (10) working days after the Committee meets.
F. Depending on the time of year the reclassification requests are made, additional time may be granted to process the request not to exceed ninety (90) calendar days.
G. The parties understand that the process described herein shall not be interpreted to prevent either party from raising such issues as matters of collective bargaining; nor shall this process limit such issues to be considered through the collective bargaining process only.
RECLASSIFICATION PROCESS. A. Requests for reclassification (promotion) may be made by either the Principle Investigator (PI) or the Research Assistant or Research Associate and forwarded through the Human Resources department when:
i. The incumbent meets the minimum education and experience requirements of the next level as identified in the criteria listed on the Human Resources webpage. UConn-AAUP will be notified of any changes to the criteria; and
ii. When assigned job duties meet the description of the next level.
B. Human Resources shall supply the reclassification application within 1 (one) week after receiving a written request for reclassification. The Research Assistant/Associate will complete the application and return it to Human Resources together with a copy of his/her curriculum vitae (CV). The PI, Department Head, and/or Xxxx/Director will confirm the information on the application, and the application shall be returned to Human Resources.
C. Except in unusual circumstances, within 4 (four) weeks following receipt of the application, Human Resources will complete its audit. The employee and the PI will be notified in writing of the audit results. In no case shall the delay be more than ninety (90) days from the submission date of the application. Audit results shall not be grievable.
D. If the audit process reveals that an existing higher-level job classification is appropriate, the effective date of the reclassification shall be no more than ninety (90) days from the submission date of the application. The Research Assistant/Associate will have his/her salary increased by $500.
