CLASSIFICATION PROCEDURES Clause Samples
CLASSIFICATION PROCEDURES a) The parties agree that the University, acting fairly and reasonably, has the sole and exclusive right and responsibility to:
i. Determine the job duties and responsibilities of positions in ▇▇▇▇▇▇▇ University
ii. Determine the required skills and abilities to fill positions
iii. Determine the system by which job descriptions are evaluated to determine job classifications.
iv. Evaluate positions to determine job classifications and resulting pay grades
v. Implement the results of job classifications
vi. Re-evaluate positions from time to time.
b) The system by which job classifications are determined shall be discussed with the Union prior to implementation. Revisions, amendments or changes to the system shall also be discussed with the Union prior to implementation. The Union shall have the opportunity to provide comments and suggestions on the system.
40.2 Any employee may request a re-evaluation of the classification of the position she occupies, after completing the probationary period in the position, no more often than once every twelve (12) months. The employee shall include a written statement indicating why she is requesting a re-evaluation of the classification.
40.3 Position descriptions to be submitted for evaluation shall be completed by the supervisor and the employee (if the position is occupied). Position descriptions shall include the signature of the employee, supervisor, area head and Director of Human Resources. The process of acquiring signatures shall take no longer than four (4) weeks without a valid reason. Any disputes between the employee and the University, regarding the contents of the position description, shall be referred to the Director of Human Resources, who will assist the parties in coming to an agreement. In the event that an agreement cannot be reached within two (2) weeks, the University shall make the determination. The results of the position evaluations shall be effective on the date of the signature of the Director of Human Resources or on the date that the position description is submitted to the Director of Human Resources for dispute resolution.
40.4 The Director of Human Resources shall ensure the position is evaluated within two (2) weeks of receipt of the completed position description, unless there is a valid reason for the delay. The determined job classification shall be communicated in writing to the employee, supervisor, area head and the Union with reasons for the decision. Any resultant salary adjus...
CLASSIFICATION PROCEDURES. Whenever a new job shall be established or, after the effective date of the last classification or reclassification of an existing job, the requirements of such job as to training, skill, responsibility, effort and surroundings shall have been altered to the extent of a whole numerical classification of 1.0 or more, the Management shall classify or reclassify such job, as the case may be, and the new classification shall be put into effect in accordance with the procedure set forth in this Section.
CLASSIFICATION PROCEDURES. The Classification Procedures, that is, the steps used in classifying faculty at the College, include:
1. The applicant ensures that his/her complete application is on file with the Human Resources Administrator.
2. The Human Resources Administrator compares an applicant's qualifications to the minimum qualifications for faculty ranks, as described in the “Faculty Job Specifications," using the following conventions: Degrees must have been earned at accredited or recognized American or foreign colleges and universities. An accredited college or university is one which is included in the Accredited Institutions of Postsecondary Education published annually by the American Council on Education and recognized by the U.S. Department of Education. A recognized college or university is one whose diplomas are accepted as a basis for advanced placement and/or admission to graduate studies at an accredited American college or university (i.e., Guam Community College, University of Guam).
CLASSIFICATION PROCEDURES. 2 3 The intent of this Article is to assure that:
CLASSIFICATION PROCEDURES. 2 3 The intent of this Article is to assure that:
5 1. Unit members perform duties within the scope outline in their job descriptions.
6 2. Duties performed beyond a unit member’s job description will be assigned in a manner that 7 follows statutory requirements (EC Section 88000, et seq.).
8 3. Clear, consistent, equitable processes are utilized for changes in unit members’ job descriptions, 9 compensation, and assigned job classifications.
10 4. Regular reviews of entire classes of job descriptions are completed to assure currency in District 11 needs for employees, competitive qualifications, and compensation of employees, and 12 collaborative processes to make such changes.
13 5. Equitable treatment is provided for all unit members, including opportunities to participate in the 14 reclassification process.
15 6. Adequate timelines are established to prevent unnecessary delays that may result, intentionally 16 or unintentionally, in improper alignment of unit member’s duties and compensation with that 17 specified in their job descriptions. 18