Total Points. A. All bargaining unit members shall be eligible to test for the positions of Assistant Chief, Captain and Lieutenant in order to ensure there is no less than three (3) eligible applicants each time a position becomes available. The methodology for ranking the test results for each rank/position is set forth below. Open Rank/Position Eligible Rankings Assistant Chief = All Captains testing for the position of Assistant Chief who pass the applicable test in accordance with the rules set forth in Section 3 of this Article shall be ranked in order of final test score. If there are not three
Total Points. 13.4.3.1 Each school within a Division shall have the following range of points per year to use for adjunct duties:
Total Points. Wage Grade The Rating Manual contains the basic guidelines for analyzing and evaluating the content of a job from the job information questionnaire and job description The wage rate an employee is receiving that is in excess of the wage rate that has been established for the job in accordance with the Job Evaluation Programme. The sum of all points allotted to each job for all factors as determined in accordance with the Rating Manual. The designation in the Wage Rate Schedule for a particular salary level or salary range. Wage Grade Differential The difference between the maximum wage rates in the Wage Rate Schedule. Wage Grade Increments The wage rate steps for a particular wage grade as set forth in the Wage Rate Schedule. Wage Rate Schedule The wage grades and levels as set forth in the Collective Agreement.
Total Points. A job to be evaluated assessed against each Factor to determine its Grade Level under each Factor. By summation of the individual degree level points, the total point value for the job is determined. The method of Position Evaluation described herein is of the broad general category of “Factor Analysis” methods. The method is based upon the premise that there are certain position factors or elements that exist in some measure as requirements of all positions. For example, all positions require some degree of training, but it is apparent that some positions require considerably more training or experience than others. The work elements or factors that are used fall into three primary groupings. These groupings and their factors are as follows: I Knowledge and Ability Complexity Judgment Education Experience Initiative Responsibilities Effect of Errors Contacts Supervision
Total Points. (112 Points Maximum) Total points shall be the cumulative total of the offeror’s technical criteria points and preference points, if any. SECTION E ORGANIZATION, SUBMISSION, PROCEDURES, AND PROTESTS This section outlines specific information necessary for the proper organization and manner in which Offerors’ SOQ submissions should be proffered. References are made to other sections in this RFQ for further explanation.
Total Points. The sum of all points allotted to each for all factors as determined i n accordance with Rating Job Schedule The Job Rates as set forth in the Collective Agreement. ARTICLE FACTORS OF JOB DESCRIPTION AND RATING A job description serves to record the basis from which the job is rated and, to compare and judge changes in content which results, from time to time, from new or changed circumstances or requirements of the job. A job description and the contents therein are for the purposes of rating a job and assigning the job into the proper Job Rate application the Job Rate Schedule. The description of a shall be in detail to enable that job to identified and rated. A job description the major duties and responsibilities required for proper evaluation and shall not be construed as a detailed description of all the work requirements inherent to the job. The rating of jobs on the basis of job content involves certain basic determinations being made with respect to the knowledge, responsibility and effort required and the working conditions involved in each In order to reduce possible errors of personal judgement into practical but reasonable working limits, determinations and considerations are subdivided and refined into an analysis and rating of each job to assess the relative worth on the basis of specific factors which are to be determined by the Joint Job Evaluation Committee. Job ratings serve to:
Total Points. The numerical expression adapted €or measurement of each degree within each factor. The Rating Manual as set out in the Collective Agreement contains Basic guides analyzing and evaluating the content a from the description. The Job an employee is receiving that is in of the Rate that has been €or the in accordance with the Job Evaluation Programme. The sum of all points allotted to each for all factors as determined in with Manual.
