Review of Position Descriptions. At the time the performance evaluation is administered, upon request by the employee, the employee’s position description will be reviewed, and if deemed appropriate by the supervisor, will be revised to assure that expectations, goals, and job duties align with the position description. If the employee’s job duties significantly change prior to the employee’s next performance evaluation, a review of the position description may be requested by the employee or the employee’s supervisor through the Human Resources Office.
Review of Position Descriptions. 28 The Union President and Superintendent will meet at least annually to identify any job 29 description needing review and will determine a process for such review. 33 A R T I C L E X I V 34 35 PROFESSIONAL DEVELOPMENT 36 Section 14.1. 37 Employees required by the District to take professional development courses shall receive salary and 38 reimbursement for expenses upon satisfactory completion of those courses in accordance with District 39 Travel Policy.
Review of Position Descriptions. This position description will be reviewed annually (July each year), during annual appraisals, when the position becomes vacant or as deemed necessary. Code of Conduct Employees are expected to, at all times: • Adhere to the Gateway Health Code of Conduct including the Child Safe Procedures • Maintain a high professional standard and work with integrity • Develop collaborative working relationships • Communicate with respect and tolerance • Maintain a client focus • Adopt a Continuous Improvement approach • Work within legislative and compliance framework. • Role model high standards of professional practice and conduct in client service delivery, working in partnership with colleagues and agencies. • Funding and Service Agreements Targets are met to ensure clients are exited from the program appropriately and timely. • Coordinate and ensure Nursing Services within the Rural Health Team are evidence-informed and in line with professional and funding requirements and are of the highest quality. • Coordinate and ensure high-quality clinical documentation within agreed time frames and in accordance with GH and relevant professional body policies and procedures for the Nursing services. • Coordinate and ensure all program and service specific administrative tasks are completed within the required time frames. • Coordinate and ensure nursing staff enter data into designated service databases • Coordinate and ensure databases are kept up to date at all times by the nursing staff • Coordinate and ensure timely and accurate commencement and maintenance of client records, financial and statistical data and any other information per organisational policy • Lead and participation in and facilitation of regular performance reviews and appraisals within the team • Competently use all relevant organisational databases – including but not limited to VHIMS, RelainSys, clinical software, financial software • Active participation in Professional Development • Coordinate and facilitate access to appropriate and timely clinical supervision for Rural Health Team Nursing Services • Completion of Mandatory training by all team member • Coordinate processes within the team to ensure data entered and invoices raised (where appropriate) are processed within funding / program deadlines • Provide a deep understanding and level of knowledge regarding funding models and targets that are relevant to nursing services within the Rural Health Team • In liaison with the Rural Health Team P...
Review of Position Descriptions. This position description will be reviewed annually (July each year), during annual appraisals, when the position becomes vacant or as deemed necessary. Code of Conduct Employees are expected to, at all times: • Adhere to the Gateway Health Code of Conduct including the Child Safe Procedures • Maintain a high professional standard and work with integrity • Develop collaborative working relationships • Communicate with respect and tolerance • Maintain a client focus • Adopt a Continuous Improvement approach • Work within legislative and compliance framework.
Review of Position Descriptions. A. All employees shall be provided with an accurate description of their job upon request.
B. UNION REVIEW PROCESS - The classification of positions within the Xxxxx County JFS, the duties assigned to those positions, and the method used for classification are vested with Management. When a new job classification is established or an existing one is substantially changed, the HR Department will submit the description in writing to the Union at least 15 days prior to implementation of those changes and meet with the union to discuss said changes if requested by the Union. If there is no response from the Union within 15 days, the Employer may implement its proposed classification assignment, and the Union may grieve this decision starting at the County Commissioners level as to the reasonableness of the position description. Whenever a new classification/position is created, it shall be posted with the exception of if the classification change is a result of a job audit. Whenever the position held by a bargaining unit employee is reclassified as a result of a job audit, and there is agreement between the Union and Management as to the appropriate classification and pay range, the effective date of the new pay and classification shall be the pay period in which the Director signs the revised position description. Whenever the position held by a bargaining unit employee is reclassified as a result of a grievance decision, the effective date of the new pay and classification shall be the date the grievance was filed.
Review of Position Descriptions. A. The Employer and The Association will encourage technicians to periodically review their position description for the position they occupy and to report significant changes in responsibilities and duties to their supervisor. As a minimum, a technician’s official position description will be reviewed every other year, and be annotated on the technician’s Supervisor/Employee Brief. Changes to an official position description may be initiated by the technician in coordination with the supervisor or by the supervisor. The proposed changes must be forwarded to the HRO for review and approval. The HRO will respond in writing to all requests for local changes to position descriptions. Situations, which cannot be resolved at the local level, will be forwarded to the HRO for assistance. The Association will be involved in the process, consistent with Federal statutes.
B. OPM grading standards will be provided to The Association upon request.
Review of Position Descriptions. JCC has reviewed all position descriptions to ensure that they accurately reflect the duties performed. JCC shall review all selection criteria on an ongoing basis to ensure that they are job-related and non-discriminatory.
Review of Position Descriptions. Position Descriptions will be reviewed annually in line with performance appraisals and review process.
Review of Position Descriptions. The Agency may review the accuracy of a position description at any time. Upon request by the employee, the employee and the supervisor shall review the employee's position description. Employees who believe that they are performing duties outside the scope of their position description, or that their position description is otherwise inaccurate, may submit to their supervisors a written request that their position descriptions be reviewed. The written request should explain why the employee believes the position description is inaccurate or specify the duties the employee is performing that are not reflected in the position description. After reviewing the employee's job duties and position description, the Agency shall issue a written decision within 30 days of the employee's request, stating whether the Agency believes that the position description is accurate. If the Agency determines that the employee's position description is not accurate, it shall revise the position description in accordance with Sections 4 and 5(b) of this Article. An employee may designate the Union as the employee’s representative in a position description review and appeal. If the Agency elects to permanently reassign the employee’s work as a result of a position description review, the Agency shall notify the Union President and bargain to the extent required.
Review of Position Descriptions. The Agency shall ensure that every employee has a position description that accurately reflects the employee's title, series, grade, and the major duties performed by the employee. Upon request by the employee, the employee and the supervisor shall review the employee's position description. The Agency may review the accuracy of a position description at any time. Employees who believe that they are performing duties outside the scope of their position description, or that their position description is otherwise inaccurate, may submit to their supervisors a written request that their position descriptions be reviewed. The written request should explain why the employee believes the position description is inaccurate, or specify the duties the employee is performing that are not reflected in the position description. After reviewing the employee's job duties and position description, the Agency shall issue a written decision within 30 days of the employee's request, stating whether the Agency believes that the position description is accurate. If the Agency determines that the employee's position description is not accurate, it shall revise the position description in accordance with Section 4.
