Job Evaluation. The work of the provincial job evaluation steering committee (the JE Committee) will continue during the term of this Framework Agreement. The objectives of the JE Committee are as follows: • Review the results of the phase one and phase two pilots and outcomes of the committee work. Address any anomalies identified with the JE tool, process, or benchmarks. • Rate the provincial benchmarks and create a job hierarchy for the provincial benchmarks. • Gather data from all school districts and match existing job descriptions to the provincial benchmarks. • Identify the job hierarchy for local job descriptions for all school districts. • Compare the local job hierarchy to the benchmark-matched hierarchy. • Develop a methodology to convert points to pay bands - The confirmed method must be supported by current compensation best practices. • Identify training requirements to support implementation of the JE plan and develop training resources as required. Once the objectives outlined above are completed, the JE Committee will mutually determine whether a local, regional or provincial approach to the steps outlined above is appropriate. It is recognized that the work of the committee is technical, complicated, lengthy and onerous. To accomplish the objectives, the parties agree that existing JE funds can be accessed by the JE committee to engage consultant(s) to complete this work. It is further recognized that this process does not impact the established management right of employers to determine local job requirements and job descriptions nor does this process alter any existing collective agreement rights or established practices. When the JE plan is ready to be implemented, and if an amendment to an existing collective agreement is required, the JE Committee will work with the local School District and Local Union to make recommendations for implementation. Any recommendations will also be provided to the Provincial Labour Management Committee (PLMC). As mutually agreed by the provincial parties and the JE Committee, the disbursement of available JE funds shall be retroactive to January 2, 2020. The committee will utilize available funds to provide 50% of the wage differential for the position falling the furthest below the wage rate established by the provincial JE process and will continue this process until all JE fund monies at the time have been disbursed. The committee will follow compensation best practices to avoid problems such as inversion. The commi...
Job Evaluation. 34.01 During the term of this Agreement, if a new or revised Job Evaluation System is implemented by the Employer, the Employer shall before applying the new or revised Job Evaluation System, negotiate with the Union the rates of pay and the rules affecting the pay of employees for the evaluations affected. If the parties fail to reach agreement within sixty (60) days from the date on which the Employer submits the new or revised standard to the Union, the Employer may apply the new rates of pay and the Union may refer the matter to arbitration. The arbitrator's decision will be retroactive to the date of application of the new rates.
Job Evaluation. 14.01 Job Evaluation for bargaining unit jobs shall be jointly developed, maintained and administered by the Employer and YusApuY.
Job Evaluation. (a) The Employer shall not introduce a job evaluation plan, or alter or amend the Joint Job Evaluation Plan, without prior agreement with the Union.
Job Evaluation. A classification system for the Community Social Services Sector has been established pursuant to the following excerpt from the "RECOMMENDATIONS FOR SETTLEMENT BY THE MEDIATOR XXXXXX X. XXXXXX, QC (JUNE 9, 1999)": "The purpose of this section is to set out a process and framework to achieve:
Job Evaluation. If, during the term of this Agreement, another new or revised Job Evaluation System is implemented by the Employer, the Employer shall before applying the new or revised Job Evaluation System, negotiate with the Union the rates of pay for the evaluations affected. If the parties fail to reach agreement within sixty (60) days the date on which the Employer submits the new or revised Job Evaluation System to the Union, the Union may refer the matter to arbitration. The arbitrator’s decision will be retroactive to the date of application of the new rates. There shall be a Job Evaluation Committee with members appointed by the Employer. The Chief Executive Officer of the Employer or designate, referred to in Clause shall not be a member of the Job Evaluation Committee. All members of the Job Evaluation Committee must be trained on the use of the job evaluation system. During the term of this Agreement, the Hay Job Evaluation Guide Charts, in conjunction with the benchmark positions as set out by the Job Evaluation Committee will be used for assessing the value of positions to which employees are assigned. Upon request, an employee shall be provided with access to the guide charts and benchmark positions. Where an employee believes that position has been improperly evaluated and prior to filing an appeal under Clause the employee is encouraged to discuss the evaluation of position with hisher supervisor or a representative of management who is knowledgeable in the job evaluation system. Upon request the employee shall be provided a copy of the job description for position together with the point rating and the rationale supporting the point rating assigned. Employees shall file job evaluation appeals to the Chief Executive Officer of the Employer or hisher designate. The Chief Executive Officer of the Employer or designate shall refer the appeal to the Job Evaluation Committee within fifteen (1 5) days of receipt of the appeal. The Job Evaluation Committee shall meet within thirty.(30) days of receipt of an employee’s appeal to hear the appeal. The Job Evaluation Committee may extend this time limit up to an additional thirty (30) days. The Job Evaluation .Committee shall give the employee and/or the employee’s representative an opportunity to be heard and to explain the for the appeal. The Job Evaluation Committee may determine that the employee’s evaluation is proper or determine that the employee has been improperly evaluated in position and determine the pr...
Job Evaluation. (a) In evaluating the salary classifications for positions covered by Levels 1 to 9 of this Agreement, the University will use:
Job Evaluation. The Parties agree that the job evaluation process will be maintained according to the current signed Terms of Reference for Job Evaluation, which contains a procedure for classifying new positions created by the Employer and reclassifying or reviewing existing positions.
Job Evaluation. 2.01 THE JOB EVALUATION SYSTEM (Refer to MOU #33 and #48)
Job Evaluation. 12.01 The Employer and Union agree to establish a joint job evaluation committee, comprised of equal members of Union and Employer representatives, for the purpose of evaluating positions covered by this Agreement and maintaining the basis of an equitable wage structure and job ratings to meet changing conditions and work requirements.
