Common use of SALARIES FOR NEW POSITIONS Clause in Contracts

SALARIES FOR NEW POSITIONS. Where the parties agree or the Labour Relations Board decides that a new position is included within the unit, the following procedures shall apply: a. The College/manager shall complete a Job Analysis questionnaire for the job and submit it to the Director of Human Resources. b. A sub-committee of two (2) Union and two (2) College members of the JJEC shall meet and rate the job based on the Job Analysis Questionnaire, the approved job description, Rating Summary Sheets and other tools such as the GNCS. The pay grade shall be determined based on these ratings and shall be recorded on a Rating Sheet as a “preliminary” pay grade. The Rating Sheet will be signed off by all the JJEC appointed decision-making members in attendance. Additionally, the successful candidate to the position, the manager, or the Union may request a copy of the signed-off Rating Sheet. c. If the College proceeds in filling the job, it shall be posted and any person appointed to the job shall be paid the preliminary pay grade. d. After twelve (12) months from the date of appointment of an incumbent to the job, and provided the position still exists, the incumbent(s) and the manager(s) shall complete a Job Analysis Questionnaire which shall be submitted, along with an updated approved job description to the JJEC. e. The JJEC shall review the current Job Description, Rating Sheet, Job Analysis Questionnaire and rate the job according to the normal procedure, which shall be recorded on a Rating Sheet. The Rating Sheet will be signed off by all the JJEC appointed decision-making members in attendance. Additionally, the incumbent to the position, the manager, or the Union may request a copy of the signed-off Rating Sheet. The pay grade shall be paid to each incumbent effective the date of his/her appointment to the job. If the job rated at a pay grade higher than the existing pay grade, the incumbent’s rate of pay shall be adjusted retroactive to the date of appointment. If the job rating results are in a lower pay grade, the incumbent 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. f. 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.

SALARIES FOR NEW POSITIONS. Where the parties agree or the Labour Relations Board decides that a new position is included within the unit, the following procedures shall apply: a. The College/manager shall complete a Job Analysis questionnaire for the job and submit it to the Director of Human ResourcesResources (or Human Resources Advisor – Compensation). b. A sub-committee of two (2) Union and two (2) College members of the JJEC shall meet and rate the job based on the Job Analysis Questionnaire, the approved job description, Rating Summary Sheets and other tools such as the GNCS. The pay grade shall be determined based on these ratings and shall be recorded on a Rating Sheet as a “preliminary” pay grade. The Rating Sheet will be signed off by all the JJEC appointed decision-making members in attendance. Additionally, the successful candidate to the position, the manager, or the Union may request a copy of the signed-off Rating Sheet. c. If the College proceeds in filling the job, it shall be posted and any person appointed to the job shall be paid the preliminary pay grade. d. After twelve (12) months from the date of appointment of an incumbent to the job, and provided the position still exists, the incumbent(s) and the manager(s) shall complete a Job Analysis Questionnaire which shall be submitted, along with an updated approved job description to the JJEC. e. The JJEC shall review the current Job Description, Rating Sheet, Job Analysis Questionnaire and rate the job according to the normal procedure, which shall be recorded on a Rating Sheet. The Rating Sheet will be signed off by all the JJEC appointed decision-making members in attendance. Additionally, the incumbent to the position, the manager, or the Union may request a copy of the signed-off Rating Sheet. The pay grade shall be paid to each incumbent effective the date of his/her appointment to the job. If the job rated at a pay grade higher than the existing pay grade, the incumbent’s rate of pay shall be adjusted retroactive to the date of appointment. If the job rating results are in a lower pay grade, the incumbent 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. f. 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.

SALARIES FOR NEW POSITIONS. Where the parties agree or the Labour Relations Board decides that a new position is included within the unit, the following procedures shall apply: a. The College/manager shall complete a Job Analysis questionnaire for the job and submit it to the Director of Human Resources. b. A sub-committee of two (2) Union and two (2) College members of the JJEC shall meet and rate the job based on the Job Analysis Questionnaire, the approved job description, Rating Summary Sheets and other tools such as the GNCS. The pay grade shall be determined based on these ratings and shall be recorded on a Rating Sheet as a “preliminary” pay grade. The Rating Sheet will be signed off by all the JJEC appointed decision-making members in attendance. Additionally, the successful candidate to the position, the manager, or the Union may request a copy of the signed-off Rating Sheet. c. If the College proceeds in filling the job, it shall be posted and any person appointed to the job shall be paid the preliminary pay grade. d. After twelve (12) months from the date of appointment of an incumbent to the job, and provided the position still exists, the incumbent(s) and the manager(s) shall complete a Job Analysis Questionnaire which shall be submitted, along with an updated approved job description to the JJEC. e. The JJEC shall review the current Job Description, Rating Sheet, Job Analysis Questionnaire and rate the job according to the normal procedure, which shall be recorded on a Rating Sheet. The Rating Sheet will be signed off by all the JJEC appointed decision-making members in attendance. Additionally, the incumbent to the position, the manager, or the Union may request a copy of the signed-off Rating Sheet. The pay grade shall be paid to each incumbent effective the date of his/her appointment to the job. If the job rated at a pay grade higher than the existing pay grade, the incumbent’s rate of pay shall be adjusted retroactive to the date of appointment. If the job rating results are in a lower pay grade, grade the incumbent 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 April 1, 2000 pay equity target rate. f. 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.

SALARIES FOR NEW POSITIONS. Where the parties agree or the Labour Relations Board decides that a new position is included within the unit, the following procedures shall apply: a. The College/manager shall complete a Job Analysis questionnaire for the job and submit it to the Director of Human ResourcesResources designate. b. A sub-The committee of two (2) Union and two (2) College members of the JJEC shall meet and rate the job based on the Job Analysis Questionnaire, the approved job description, Rating Summary Sheets and other tools such as the GNCS. The pay grade shall be determined based on these ratings and shall be recorded on a Rating Sheet as a “preliminary” pay grade. The Rating Sheet will be signed off by all the JJEC appointed decision-making members in attendance. Additionally, the successful candidate to the position, the manager, or the Union may request a copy of the signed-off Rating Sheet. c. If the College proceeds in filling the job, it shall be posted and any person appointed to the job shall be paid the preliminary pay grade. d. After twelve (12) months from the date of appointment of an incumbent to the job, and provided the position still exists, the incumbent(s) and the manager(s) shall within twelve (12) months complete a Job Analysis Questionnaire which shall be submitted, along with an updated approved job description to the JJEC. Review information submitted after twenty four (24) months from the date of appointment of an incumbent to the job shall be treated as a Reconsideration pursuant to the procedures set out in Article 8.03. e. The JJEC shall review the current Job Description, Rating Sheet, Job Analysis Questionnaire and rate the job according to the normal procedure, which shall be recorded on a Rating Sheet. The Rating Sheet will be signed off by all the JJEC appointed decision-making members in attendance. Additionally, the incumbent to the position, the manager, or the Union may request a copy of the signed-off Rating Sheet. The pay grade shall be paid to each incumbent effective the date of his/her appointment to the job. If the job rated at a pay grade higher than the existing pay grade, the incumbent’s rate of pay shall be adjusted retroactive to the date of appointment. If the job rating results are in a lower pay grade, the incumbent 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. f. 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

SALARIES FOR NEW POSITIONS. Where the parties agree or the Labour Relations Board decides that a new position is included within the unit, the following procedures shall apply: a. The College/manager shall complete a Job Analysis questionnaire for the job and submit it to the Director of Human ResourcesResources designate. b. A sub-The committee of two (2) Union and two (2) College members of the JJEC shall meet and rate the job based on the Job Analysis Questionnaire, the approved job description, Rating Summary Sheets and other tools such as the GNCS. The pay grade shall be determined based on these ratings and shall be recorded on a Rating Sheet as a “preliminary” pay grade. The Rating Sheet will be signed off by all the JJEC appointed decision-making members in attendance. Additionally, the successful candidate to the position, the manager, or the Union may request a copy of the signed-off Rating Sheet. c. If the College proceeds in filling the job, it shall be posted and any person appointed to the job shall be paid the preliminary pay grade. d. After twelve (12) months from the date of appointment of an incumbent to the job, and provided the position still exists, the incumbent(s) and the manager(s) shall within twelve (12) months complete a Job Analysis Questionnaire which shall be submitted, along with an updated approved job description to the JJEC. Review information submitted after twenty four (24) months from the date of appointment of an incumbent to the job shall be treated as a Reconsideration pursuant to the procedures set out in Article 8.03. e. The JJEC shall review the current Job Description, Rating Sheet, Job Analysis Questionnaire and rate the job according to the normal procedure, which shall be recorded on a Rating Sheet. The Rating Sheet will be signed off by all the JJEC appointed decision-making members in attendance. Additionally, the incumbent to the position, the manager, or the Union may request a copy of the signed-off Rating Sheet. The pay grade shall be paid to each incumbent effective the date of his/her appointment to the job. If the job rated at a pay grade higher than the existing pay grade, the incumbent’s rate of pay shall be adjusted retroactive to the date of appointment. If the job rating results are in a lower pay grade, the incumbent 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. f. 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.