JOB EVALUATIONS Sample Clauses

JOB EVALUATIONS. 17:01 Any new positions established shall be subject to the Terms of Reference for the Pay Equity and Salary Administration Plan, Maintenance Process and Evaluation, placement of a new position.
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JOB EVALUATIONS. Further to the Pay Equity terms of reference Maintenance Procedures, outlined for the Gender-Neutral Job Evaluation Program. All positions will continue to be reviewed by the Joint Job Evaluation Committee at the request of either the union or management. SCHEDULE A - CLASSIFICATION LEVEL 1 Programmer/Analyst (Microsystems) Programmer/Analyst (Mainframe) Public Affairs Officer LEVEL 2 Text Production Specialist Publicist Admin Asst to VP Resource Development Marketing & Production Coordinator XXXXX 0 Special Events Coordinator (2) Donor Service Rep., Designations Admin. Assistant to Vice-President, Communications and Marketing Admin. Assistant Allocations Gifts In Kind Admin. Assistant Allocations Admin. Assistant Fundraising Admin. Assistant to Vice-President, Information Services Admin. Assistant to Vice-President, Allocations Graphic Designer/Home Page Assistant Admin Assistant On-line & Direct Marketing Senior Accounts Receivable Supervisor Admin Assistant Communications New Markets LEVEL 4 Donor Services Rep., Direct Response Donor Services Rep., Workplace (2) Admin. Assistant -Tomorrow Fund Cpn Admin. Assistant Resource Development Admin. Assistant Resource Development Admin. Assistant Resource Development Admin. Assistant Resource Development Admin. Assistant Resource Development Admin Assistant Resource Development - Operations Admin. Assistant Resource Development .-Leadership Admin. Assistant Allocations Admin. Assistant Allocations Admin. Assistant Allocations Admin. Assistant Allocations Admin. Assistant Allocations Admin Assistant Allocations Capacity Building Team Admin Assistant Resource Development & Direct Mail Admin Assistant Communications & Marketing SCHEDULE A - CLASSIFICATION continued LEVEL 5 Receptionist Admin. Secretary Resource Development Admin. Secretary Resource Development Admin. Secretary Resource Development Accounts Payable Clerk Securities and Administration - Finance XXXXX 0 Xxxxxxxx Xxxxxxxxxx Xxxxx Xxxxxx/Xxxxxxx XXXXX 0 Data Processing/Campaign Supplies Clerk Office Service Coordinator Resource Development Office Assistant ACS Office Assistant XXXXX 0 Xx Xxxxxxxxx Xxxxxxxxx XXXXX 0 Xx Positions Currently SCHEDULE A-1 June 1, 2006 Xxxxx 0 Xxxxx 0 Xxxxx 0 Xxxxx 0 Xxxxx 5 Xxxxx 0 Xxxxx 0 Xxxxx 0 Xxxxx 0 Xxxxx 964 893 827 767 711 657 610 562 523 Six Months 1015 938 868 805 748 691 641 592 547 Twelve Months 1065 987 914 848 784 726 671 619 575 June 1, 2007 Xxxxx 0 Xxxxx 0 Xxxxx 0 Xxxxx 0 Xxxxx 5 Xxxxx 0 Xxxxx 0 Xxxxx 0 Xxxx...
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JOB EVALUATIONS. Position descriptions for new positions or for positions requiring revisions shall be prepared by the Employer. The process of reviewing revised or new positions will be as per the jointly approved Terms of Reference for Pay Equity/Job Evaluation. Wage rates for new or revised positions shall be the subject of negotiations between the parties. Where agreement is not reached, the issue may be processed through the grievance procedure commencing at Step 2 and failing resolution may be referred to arbitration as specified in this collective agreement. It is understood that the new salaries will be retroactive to the date an Employee was transferred to the new job classification or assumed the revised responsibilities. The Union may also request that a job classification be reviewed in the same manner described above if it is felt that the content of a job has changed. In such case the Union will set forth in writing the reason(s) for the request.
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JOB EVALUATIONS. When management decides to change job titles and/or to significantly change job duties, the Committee or its designee will meet and confer with the Union. The Committee is in no way obligated because of such meeting.
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JOB EVALUATIONS. A Districtwide Administrator shall have the right to request a position re-evaluation if he or she feels that their duties and responsibilities have changed significantly over time. The Director of Human Resources shall share the results with the Administrator via a summary conference.
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Related to JOB EVALUATIONS

  • 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 committee will report out to the provincial parties regularly during the term of the Framework Agreement. Should any concerns arise during the work of the committee they will be referred to the PLMC. Create a maintenance program to support ongoing implementation of the JE plan at a local, regional or provincial level. The maintenance program will include a process for addressing the wage rates of incumbents in positions which are impacted by implementation of the JE plan. The provincial parties confirm that $4,419,859 of ongoing annual funds will be used to implement the Job Evaluation Plan. Effective July 1, 2022, there will be a one-time pause of the annual $4,419,859 JE funding. This amount has been allocated to the local table bargaining money. The annual funding will recommence July 1, 2023.

  • EMPLOYEE EVALUATIONS 3. Any matter for which there is recourse under State or Federal statutes.

  • Annual Evaluations The purpose of the annual evaluation is to assess and communicate the nature and extent of an employee's performance of assigned duties consistent with the criteria specified below in this Policy. Except for those employees who have received notice of non-reappointment pursuant to the BOT- UFF Policy on Non- reappointment, every employee shall be evaluated at least once annually. Personnel decisions shall take such annual evaluations into account, provided that such decisions need not be based solely on written faculty performance evaluations.

  • JOC EVALUATION If any materials being utilized for a project cannot be found in the RS Means Price Book, this question is what is the markup percentage on those materials? When answering this question please insert the number that represents your percentage of proposed markup. Example: if you are proposing a 30 percent markup, please insert the number "30". Remember that this is a ceiling markup. You may markup a lesser percentage to the TIPS Member customer when pricing the project, but not a greater percentage. EXAMPLE: You need special materials that are not in the RS Means Unit Price Book for a project. You would buy the materials and xxxx them up to the TIPS Member customer by the percentage you propose in this question. If the materials cost you, the contractor, $100 and you proposed a markup on this question for the material of 30 percent, then you would charge the TIPS Member customer $130 for the materials. No response TIPS/ESC Region 8 is required by Texas Government Code § 791 to be compensated for its work and thus, failure to agree shall render your response void and it will not be considered. Yes - No Vendor agrees to remit to TIPS the required administration fee or, if resellers are named, guarantee the fee remittance by or for the reseller named by the vendor?

  • Re-evaluation a) When a job has moved to a higher group as a result of re-evaluation, the resulting rate shall be retroactive from the date that Management or the employee has applied to the Plant Job Review Committee for re-evaluation.

  • TEACHER EVALUATIONS A. Each teacher shall have the right, upon request, to review the contents of his/her personal file folder.

  • Formal Evaluations The employer shall undertake formal evaluations of an employee’s performance of the various duties and responsibilities of a position only if one or more of the following conditions is present: • employee request • mutual agreement of hiring unit and employee • recommendation arising from informal evaluation • decision of Chair, Xxxx, Director or designate resulting from the processing of a complaint in accordance with Article 8.

  • PROGRESS EVALUATION Engineer shall, from time to time during the progress of the Engineering Services, confer with County at County’s election. Engineer shall prepare and present such information as may be pertinent and necessary, or as may be reasonably requested by County, in order for County to evaluate features of the Engineering Services. At the request of County or Engineer, conferences shall be provided at Engineer's office, the offices of County, or at other locations designated by County. When requested by County, such conferences shall also include evaluation of the Engineering Services. County may, from time to time, require Engineer to appear and provide information to the Xxxxxxxxxx County Commissioners Court. Should County determine that the progress in Engineering Services does not satisfy an applicable Work Authorization or any Supplemental Work Authorization related thereto, then County shall review same with Engineer to determine corrective action required. Engineer shall promptly advise County in writing of events which have or may have a significant impact upon the progress of the Engineering Services, including but not limited to the following:

  • Self-Evaluation Each regular faculty member shall provide a self-evaluation. It shall address, among other items, the faculty member's fulfillment of professional responsibilities as referenced in Section 18.2.3 and an assessment of his or her own performance. The faculty member will share the self-evaluation with the Faculty Evaluation Committee and the first-level manager or designee. The self-evaluation will become part of the evaluation report.

  • EMPLOYEE EVALUATION 14.1 The purpose of employee evaluation is to support decisions concerning employee discipline, promotion and improvement. Evaluation shall be the responsibility of the immediate supervisor who shall not be a member of the bargaining unit.

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