Common use of Classification Review Clause in Contracts

Classification Review. Grand Valley State University and APSS shall jointly determine the review assessment survey instrument to be used at Grand Valley State University. The parties shall maintain a Joint Review Committee, composed of three members appointed by the Human Resources Office and three members appointed by the Alliance. Bargaining unit members questioning the assigned classification of their position may do so by using the following procedure: A. Meet with the Employment Manager in the Human Resources Office to discuss the review process, changes in their job responsibilities, duties and any other process questions they may have. B. PSS member will fill out the assessment survey and email to the Employment Manager along with any other documentation that supports the request. The survey instrument will be jointly administered/reviewed by the Assessment Team (consisting of the Employment Manager and an Alliance member of the Joint Review Committee). A meeting with the PSS is scheduled for a verbal review of the documentation and to answer any questions the Assessment Team may have. The supervisor or appointing officer is encouraged to attend. If the Assessment Team believes a job site visit is warranted as a result of the survey information, they will schedule a time for a joint visit. C. The completed survey instrument shall be coded. The survey results, as determined by the Assessment Team, shall be shared with the survey participant. D. After receiving the survey results, the survey participant, if they so choose shall have the opportunity to meet with the Joint Review Committee for additional input and appeal. Any additional information shall be reviewed by the Committee, and where the Committee feels it is necessary, the survey will be recoded, in a manner mutually agreeable. E. The Joint Review Committee shall then deliberate as to the merit of the upgrade requested by the participant. If the Committee is not able to reach a consensus, the University will decide on the classification. The Alliance may appeal that decision through the arbitration procedure of the collective bargaining agreement. Professional Support Staff members may engage in the review process no more than once per year. Supervisors questioning the assigned classification of a staff member’s position shall provide supporting rationale, complete an assessment survey instrument and discuss with Manager of Employment. The Manager of Employment shall notify an Alliance Representative that a Supervisor is reviewing a staff member’s classification. The review and outcome shall be completed within 45 working days unless the Alliance Representative and Manager of Employment mutually agreed to an extension. The Alliance will be provided with the scored instrument and any supporting rationale.

Classification Review. Grand Valley State University A. An employee covered by this agreement who disagrees with his/her job classification may request a review of his/her band assignment and/or level assignment within a band by completing the Judiciary’s Reclassification Request Form. Upon receipt of a Reclassification Request Form from an employee, the AOC will send a letter stating that it has received the form and APSS shall jointly determine that, if appropriate based upon the review assessment survey instrument additional identified duties, the employee will be scheduled within thirty (30) days to be used at Grand Valley State Universitycomplete the Job Information Questionnaire (JIQ) on the first mutually agreeable date. The parties employee’s supervisor will also be scheduled within thirty (30) calendar days to complete the JIQ on the first mutually agreeable date. The employee and the employee’s supervisor may be scheduled to complete the JIQ on the same date and in the same location; however, each will complete the JIQ independently and without collaboration. An employee who fails to appear for the administration of the JIQ, or who fails to give notice of the need to reschedule the administration date, will be considered to have abandoned the request for a reclassification review. B. The Judiciary retains the right to direct an employee to submit to the JIQ process. C. After an employee and the employee’s immediate supervisor complete the JIQ, the AOC’s Classification Section will analyze the responses to the JIQ within a reasonable time period, depending on workload, but not to exceed sixty (60) days. Thereafter, the senior manager, the supervisor and the employee will be notified in writing of the result. This letter will also inform the employee that if she/he is not satisfied with the outcome of the classification request, she/he may file a written appeal within twenty (20) calendar days. D. Upon a classification determination that higher level duties are being performed the higher level duties shall maintain a Joint Review Committee, composed of three members appointed by be immediately removed. The employee will receive the higher level pay retroactive to the pay period immediately after fourteen (14) days from the date the local Human Resources Office and three members appointed by received the AllianceReclassification Request Form until the date the higher level duties are relinquished. Bargaining unit members questioning If management chooses to upgrade, the assigned classification of their position may do so by using the following procedure: A. Meet with the Employment Manager in the Human Resources Office to discuss the review process, changes in their job responsibilities, duties and any other process questions they may have. B. PSS member will fill out the assessment survey and email to the Employment Manager along with any other documentation that supports the request. The survey instrument will be jointly administered/reviewed by posted within the Assessment Team (consisting of the Employment Manager affected appointing authority and an Alliance member of the Joint Review Committee). A meeting with the PSS is scheduled open to competition for a verbal review of the documentation and to answer any questions the Assessment Team may have. The supervisor or appointing officer is encouraged to attend. If the Assessment Team believes a job site visit is warranted as a result of the survey information, they will schedule a time for a joint visit. C. The completed survey instrument shall be coded. The survey results, as determined by the Assessment Team, shall be shared with the survey participant. D. After receiving the survey results, the survey participant, if they so choose shall have the opportunity to meet with the Joint Review Committee for additional input and appeal. Any additional information shall be reviewed by the Committee, and where the Committee feels it is necessary, the survey will be recoded, in a manner mutually agreeableselection. E. The Joint Review Committee shall then deliberate as A classification review, whether initiated by the employee or the Judiciary, is governed exclusively by the provisions of this article and is not subject to the merit of the upgrade requested by the participant. If the Committee is not able to reach a consensus, the University will decide on the classification. The Alliance may appeal that decision through the arbitration contractual grievance procedure of the collective bargaining agreement. Professional Support Staff members may engage in the review process no more than once per year. Supervisors questioning the assigned classification of a staff member’s position shall provide supporting rationale, complete an assessment survey instrument and discuss with Manager of Employment. The Manager of Employment shall notify an Alliance Representative that a Supervisor is reviewing a staff member’s classification. The review and outcome shall be completed within 45 working days unless the Alliance Representative and Manager of Employment mutually agreed to an extension. The Alliance will be provided with the scored instrument and any supporting rationaleArticle 10.

Classification Review. Grand Valley State University and APSS shall jointly determine the review assessment survey instrument to be used at Grand Valley State Universityinstrument. The parties For the purposes of this section, ‘Assessment Team’ shall maintain a consist of one representative from the Human Resources office and the Alliance Vice President. For the purposes of this section, ‘Joint Review Committee, composed ’ shall consist of three members appointed by two representatives from the Human Resources Office office and three members appointed by two representatives from the Alliance. Assessment Team members shall not serve on the Joint Review Committee. Bargaining unit members questioning may request a review of their classification once per calendar year. Bargaining unit members or supervisors may request review of the assigned classification of their position a position. If initiated by the staff member, they may do so by using contact the following procedure: A. Meet with APSS Vice President to discuss information regarding the Employment Manager in process and the Job Analysis Questionnaire. The Human Resources Office office may also provide information regarding the process and the Job Analysis Questionnaire. The staff member shall complete the Job Analysis Questionnaire and submit to discuss their supervisor for review. The staff member or supervisor may submit the review process, changes in their job responsibilities, duties completed Job Analysis Questionnaire with a proposed updated position description and any other process questions they may have. B. PSS member will fill out the assessment survey and email to the Employment Manager along with any other documentation that supports the request. The survey instrument will be jointly administered/reviewed by the Assessment Team (consisting of the Employment Manager and an Alliance member of the Joint Review Committee). A will request a meeting with the PSS is scheduled for a verbal staff member and supervisor to review of and discuss the documentation completed Job Analysis Questionnaire and any other materials provided related to answer any questions the Assessment Team may have. The supervisor or appointing officer is encouraged to attendreclassification request. If the Assessment Team believes that a job site visit is warranted as a result of the survey informationwarranted, they will schedule a time for a joint site visit. C. . The completed scored survey instrument shall be coded. The survey results, as determined by and supporting rationale form the Assessment Team, Team shall be shared with the survey participant. D. staff member and supervisor. The classification review shall be completed within 45 working days, unless the Assessment Team mutually agrees to an extension. After receiving the survey results, the survey participant, if they so staff member or supervisor may choose shall have the opportunity to meet with the Assessment Team for additional input. The staff member or supervisor may appeal the decision to the Joint Review Committee for additional input and appealCommittee. Any additional information shall be reviewed by the Committee, and where the Committee feels it is necessary, the survey will be recoded, in a manner mutually agreeable. E. The Joint Review Committee shall then deliberate as to consider the merit appeal and make a final determination on the classification of the upgrade requested by the participantposition. If the Joint Review Committee is not able to reach a consensus, the University will decide on the classification. The Alliance may appeal that decision through the arbitration procedure of the collective bargaining agreement. Professional Support Staff members may engage in the review process no more than once per year. Supervisors questioning the assigned classification of a staff member’s position shall provide supporting rationale, complete an assessment survey instrument and discuss with Manager of Employment. The Manager of Employment shall notify an Alliance Representative that a Supervisor is reviewing a staff member’s classification. The review and outcome shall be completed within 45 working days unless the Alliance Representative and Manager of Employment mutually agreed to an extension. The Alliance will be provided with the scored instrument and any supporting rationale.

Classification Review. Grand Valley State University and APSS shall jointly determine the review assessment survey instrument to be used at Grand Valley State University. The parties shall maintain a Joint Review Committee, composed of three members appointed by the Human Resources Office and three members appointed by the Alliance. Bargaining unit members questioning the assigned classification of their position may do so by using the following procedure: A. Meet with the Employment Manager in the Human Resources Office to discuss the review process, changes in their job responsibilities, duties and any other process questions they may have. B. PSS member will fill out the assessment survey and email to the Employment Manager along with any other documentation that supports the request. The survey instrument will be jointly administered/reviewed by the Assessment Team (consisting of the Employment Manager and an Alliance member of the Joint Review Committee). A meeting with the PSS is scheduled for a verbal review of the documentation and to answer any questions the Assessment Team may have. The supervisor or appointing officer is encouraged to attend. If the Assessment Team believes a job site visit is warranted as a result of the survey information, they will schedule a time for a joint visit. C. The completed survey instrument shall be coded. The survey results, as determined by the Assessment Team, shall be shared with the survey participant. D. After receiving the survey results, the survey participant, if they he/she so choose chooses shall have the opportunity to meet with the Joint Review Committee for additional input and appeal. Any additional information shall be reviewed by the Committee, and where the Committee feels it is necessary, the survey will be recoded, in a manner mutually agreeable. E. The Joint Review Committee shall then deliberate as to the merit of the upgrade requested by the participant. If the Committee is not able to reach a consensus, the University will decide on the classification. The Alliance may appeal that decision through the arbitration procedure of the collective bargaining agreement. Professional Support Staff members may engage in the review process no more than once per year. Supervisors questioning the assigned classification of a staff member’s position shall provide supporting rationale, complete an assessment survey instrument and discuss with Manager of Employment. The Manager of Employment shall notify an Alliance Representative that a Supervisor is reviewing a staff member’s classification. The review and outcome shall be completed within 45 working days unless the Alliance Representative and Manager of Employment mutually agreed to an extension. The Alliance will be provided with the scored instrument and any supporting rationale.

Classification Review. Grand Valley State University and APSS shall jointly determine the review assessment survey instrument to be used at Grand Valley State University. The parties shall maintain a Joint Review Committee, composed of three members appointed by the Human Resources Office and three members appointed by the Alliance. Bargaining unit members questioning the assigned classification of their position may do so by using the following procedure: A. Meet with the Employment Manager in the Human Resources Office to discuss the review process, process and to discuss changes in their job responsibilities, duties and any other process questions they may have. An Alliance Joint Review Committee or Assessment Team member may be present for this discussion at their discretion. A meeting will then be scheduled for the Professional Support Staff member to fill out the survey instrument. B. PSS member will fill out the assessment survey and email to the Employment Manager along with any other documentation that supports the request. The survey instrument will be jointly administered/reviewed administered by the Assessment Team (consisting of the Employment Manager and an Alliance member of the Joint Review Committee). A meeting with the PSS is scheduled for a verbal review of the documentation and to answer any questions the Assessment Team may have. The supervisor or appointing officer is encouraged to attend. If the Assessment Team believes a job site visit is warranted as a result of the survey information, they will schedule a time for a joint visit. C. The completed survey instrument shall be coded. The survey results shall be returned to the Joint Review Committee for review and adjustment, if necessary. The survey results, as determined by the Assessment TeamCommittee, shall be shared with the survey participant. D. After receiving the survey results, the survey participant, if they he/she so choose chooses, shall have the opportunity to meet with the Joint Review Committee for additional input and appeal. Any additional information shall be reviewed by the Committee, and where the Committee feels it is necessary, the survey will be recoded, in a manner mutually agreeable. E. The Joint Review Committee shall then deliberate as to the merit of the upgrade requested by the participant. If the Committee is not able to reach a consensus, the University will decide on the classification. The Alliance may appeal that decision through the arbitration procedure of the collective bargaining agreement. The Joint Review Committee shall meet as needed when a Professional Support Staff member requests a job analysis be performed. Professional Support Staff members may engage in the review process no more than once per year. Supervisors questioning the assigned classification of a staff member’s position shall provide supporting rationale, complete an assessment survey instrument and discuss with Manager of Employment. The Manager of Employment shall notify an Alliance Representative that a Supervisor is reviewing a staff member’s classification. The review and outcome shall be completed within 45 working days unless the Alliance Representative and Manager of Employment mutually agreed to an extension. The Alliance will be provided with the scored instrument and any supporting rationale.

Classification Review. Grand Valley State University and APSS GVSU ▇▇▇▇-MEA/NEA shall jointly determine the review assessment survey instrument to be used at Grand Valley State University. The parties shall maintain a Joint Review Committee, composed of three members appointed by the Human Resources Office and three members appointed by the AllianceAssociation. Bargaining unit members questioning the assigned classification of their position may do so by using the following procedure: A. : Meet with the Employment Manager in the Human Resources Office to discuss the review process, process and to discuss changes in their job responsibilities, duties and any other process questions they may have. B. PSS . An Association Joint Review Committee or Assessment Team member may be present for this discussion at their discretion. A meeting will then be scheduled for the COT staff member to fill out the assessment survey and email to the Employment Manager along with any other documentation that supports the requestinstrument. The survey instrument will be jointly administered/reviewed administered by the Assessment Team (consisting of the Employment Manager and an Alliance Association member of the Joint Review Committee). A meeting with the PSS is scheduled for a verbal review of the documentation and to answer any questions the Assessment Team may have. The supervisor or appointing officer is encouraged to attend. If the Assessment Team believes a job site visit is warranted as a result of the survey information, they will schedule a time for a joint visit. C. . The completed survey instrument shall be coded. The survey results shall be returned to the Joint Review Committee for review and adjustment, if necessary. The survey results, as determined by the Assessment TeamCommittee, shall be shared with the survey participant. D. . After receiving the survey results, the survey participant, if they he/she so choose chooses, shall have the opportunity to meet with the Joint Review Committee for additional input and appeal. Any additional information shall be reviewed by the Committee, and where the Committee feels it is necessary, the survey will be recoded, in a manner mutually agreeable. E. . The Joint Review Committee shall then deliberate as to the merit of the upgrade requested by the participant. If the Committee is not able to reach a consensus, the University will decide on the classification. The Alliance Association may appeal that decision through the arbitration procedure of the collective bargaining agreement. Professional Support Staff The Joint Review Committee shall meet as needed when a COT staff member requests a job analysis be performed. COT staff members may engage in the review process no more than once per year. Supervisors questioning the assigned classification of a staff member’s position shall provide supporting rationale, complete an assessment survey instrument and discuss with Manager of Employment. The Manager of Employment shall notify an Alliance Association Representative that a Supervisor is reviewing a staff member’s classification. The review and outcome shall be completed within 45 working days unless the Alliance Representative and Manager of Employment mutually agreed to an extension. The Alliance Union will be provided with the scored instrument and any supporting rationale.

Classification Review. Grand Valley State University and APSS GVSU ▇▇▇▇-MEA/NEA shall jointly determine the review assessment survey instrument to be used at Grand Valley State University. The parties shall maintain a Joint Review Committee, composed of three members appointed by the Human Resources Office and three members appointed by the AllianceAssociation. Bargaining unit members questioning the assigned classification of their position may do so by using the following procedure: A. Meet with the Employment Manager in the Human Resources Office to discuss the review process, process and to discuss changes in their job responsibilities, duties and any other process questions they may have. B. PSS . An Association Joint Review Committee or Assessment Team member may be present for this discussion at their discretion. A meeting will then be scheduled for the COT staff member to fill out the assessment survey and email to the Employment Manager along with any other documentation that supports the request. instrument.‌ B. The survey instrument will be jointly administered/reviewed administered by the Assessment Team (consisting of the Employment Manager and an Alliance Association member of the Joint Review Committee). A meeting with the PSS is scheduled for a verbal review of the documentation and to answer any questions the Assessment Team may have. The supervisor or appointing officer is encouraged to attend. If the Assessment Team believes a job site visit is warranted as a result of the survey information, they will schedule a time for a joint visit. C. The completed survey instrument shall be coded. The survey results shall be returned to the Joint Review Committee for review and adjustment, if necessary. The survey results, as determined by the Assessment TeamCommittee, shall be shared with the survey participant. D. After receiving the survey results, the survey participant, if they he/she so choose chooses, shall have the opportunity to meet with the Joint Review Committee for additional input and appeal. Any additional information shall be reviewed by the Committee, and where the Committee feels it is necessary, the survey will be recoded, in a manner mutually agreeable. E. The Joint Review Committee shall then deliberate as to the merit of the upgrade requested by the participant. If the Committee is not able to reach a consensus, the University will decide on the classification. The Alliance Association may appeal that decision through the arbitration procedure of the collective bargaining agreement. Professional Support Staff The Joint Review Committee shall meet as needed when a COT staff member requests a job analysis be performed. COT staff members may engage in the review process no more than once per year. Supervisors questioning the assigned classification of a staff member’s position shall provide supporting rationale, complete an assessment survey instrument and discuss with Manager of Employment. The Manager of Employment shall notify an Alliance Association Representative that a Supervisor is reviewing a staff member’s classification. The review and outcome shall be completed within 45 working days unless the Alliance Representative and Manager of Employment mutually agreed to an extension. The Alliance Union will be provided with the scored instrument and any supporting rationale.