Common use of Classification System Clause in Contracts

Classification System. 1. The present classification system shall remain in effect. However, if a College decides to change the current system and/or replace it with another, it shall meet and discuss the search process and any later implementation of such new system with the Federation. If a committee is formed to explore alternative classification systems, the Federation Chair shall be a voting member of any such committee charged in the search and implementation of a new classification system. 2. Recommendations for the reclassification of a position shall be based on the following: a) demonstrated changes in duties, responsibilities and/or qualifications which result in a change in position point value as determined by the VSC Classification System sufficient to justify a pay range change and/or b) evidence that a position at a VSC college encompasses the same duties and responsibilities and requires the same qualifications yet is classified differently at another college. 3. The procedures for position review and reclassification shall be as follows: a) Requests for review shall be submitted on a position reclassification form provided by the college business office and shall be completed by the incumbent employee and/or supervisor. The incumbent may request copies of a related position description from the college business office. b) The position reclassification form and any related paperwork shall be submitted to the Office of the ▇▇▇▇ of Administration or the human resources director, who will forward it to the Human Resources Designee in the Office of the Chancellor within five (5) working days of its receipt. A copy of the form will be sent to the Federation President. The Human Resources Designee shall respond to the reclassification request within thirty (30) working days of receipt unless a position audit is needed in which case the response shall be within 45 working days. c) If the incumbent employee wishes to appeal the reclassification decision, such request shall be made within 20 working days. A copy of the appeal shall be sent to the Federation President. Upon notice of appeal request, the Human Resources Designee shall inform the reclassification panel and it shall take up the appeal at the next scheduled meeting. 4. The position reclassification panel shall consist of four persons from within the Vermont State Colleges selected by the Chancellor and four employees selected by the President of the Federation. Panel members shall normally serve from the date of their appointments to the expiration of this Agreement. However, the Chancellor and the President of the Federation may fill vacancies or replace their representatives to promote effective operation of the panel upon written notification to the other party. The reclassification panel shall meet as needed when there is an appeal requested for a reclassification decision. 5. Recommendations of the panel shall be forwarded to the Chancellor for final determination promptly after consideration. The Chancellor shall advise the panel, the affected college(s) and the Staff Federation of their decision within two (2) weeks after receiving the recommendations of the panel. The decision shall not be subject to the grievance and arbitration provisions of this Agreement if the Chancellor agrees with the panel or breaks a tie vote of the panel. However, the decision shall be grievable if the Chancellor decides not to accept the recommendation of the panel. In such a case, the employee and/or the Federation may grieve this decision if they believe that the Chancellor's decision was arbitrary or capricious. The Chancellor shall provide a written explanation of their reasons for rejecting the recommendation of the panel. 6. Position reclassification requests for any one position at the same College will not be considered more than twice within twelve months. 7. If a position is classified to a higher level, the incumbent shall receive a salary increase to the minimum of the new pay grade retroactive to the initial date of local application submission. If the position is reclassified to a lower level, and the current salary of the incumbent is above the maximum of the lower position classification, the incumbent's salary shall be "red-circled" until such time as the salary range of the lower position classification may accommodate the employee's salary. 8. In cases where moving to the minimum of the new pay grade does not result in a salary increase of 3% per grade for the incumbent, the incumbent shall receive a total increase of 3% for each grade level increased. 9. If the position reclassification decision should result in a change in unit designation as determined by the Vermont State Colleges, the Federation President shall be notified in writing of the change and shall have fifteen working days upon receipt to ask the Chancellor for reconsideration of their decision. The Federation President may meet with the Chancellor to discuss the change in unit designation. This shall not be construed as a waiver or any limitation on the Federation’s right to appeal any unit determination issue directly to the VLRB. 10. The promotion increase provisions of section 8 shall automatically sunset at the expiration of the Agreement and shall not continue into a successor contract unless the parties specifically agree to such a continuation. In the event this contract is extended by the Secretary of Administration as a result of a failure to reach agreement by the expiration of this contract, these provisions will not carry forward. The Colleges agree to provide information on the cost of promotions to the VSEA. 11. If an employee covered by this Agreement should voluntarily assume the duties and responsibilities of a higher rated position in a classification in a higher pay range or not covered by the position they hold, then (a) that employee shall receive the rate of the higher classification, (b) either party may submit the position for possible reclassification as outlined in number 3 above; or (c) the Vermont State Colleges shall modify the duties and responsibilities of that employee to conform with the requirement of the position classification.

Classification System. 1. The present classification system shall remain in effect. However, if a College decides to change the current system and/or replace it with another, it shall meet and discuss the search process and any later implementation of such new system with the Federation. If a committee is formed to explore alternative classification systems, the Federation Chair shall be a voting member of any such committee charged in the search and implementation of a new classification system. 2. Recommendations for the reclassification of a position shall be based on the following: a) demonstrated changes in duties, responsibilities and/or qualifications which result in a change in position point value as determined by the VSC Classification System sufficient to justify a pay range change and/or b) evidence that a position at a VSC college encompasses the same duties and responsibilities and requires the same qualifications yet is classified differently at another college. 3. The procedures for position review and reclassification shall be as follows: a) Requests for review shall be submitted on a position reclassification form provided by the college business office and shall be completed by the incumbent employee and/or supervisor. The incumbent may request copies of a related position description from the college business office. b) The position reclassification form and any related paperwork shall be submitted to the Office of the ▇▇▇▇ of Administration or the human resources director, who will forward it to the Human Resources Designee in the Office of the Chancellor within five (5) working days of its receipt. A copy of the form will be sent to the Federation President. The Human Resources Designee shall respond to the reclassification request within thirty (30) working days of receipt unless a position audit is needed in which case the response shall be within 45 working days. c) If the incumbent employee wishes to appeal the reclassification decision, such request shall be made within 20 working days. A copy of the appeal shall be sent to the Federation President. Upon notice of appeal request, the Human Resources Designee shall inform the reclassification panel and it shall take up the appeal at the next scheduled meeting. 4. The position reclassification panel shall consist of four persons from within the Vermont State Colleges selected by the Chancellor and four employees selected by the President of the Federation. Panel members shall normally serve from the date of their appointments to the expiration of this Agreement. However, the Chancellor and the President of the Federation may fill vacancies or replace their representatives to promote effective operation of the panel upon written notification to the other party. The reclassification panel shall meet as needed when there is an appeal requested for a reclassification decision. 5. Recommendations of the panel shall be forwarded to the Chancellor for final determination promptly after consideration. The Chancellor shall advise the panel, the affected college(s) and the Staff Federation of their his/her decision within two (2) weeks after receiving the recommendations of the panel. The decision shall not be subject to the grievance and arbitration provisions of this Agreement if the Chancellor agrees with the panel or breaks a tie vote of the panel. However, the decision shall be grievable if the Chancellor decides not to accept the recommendation of the panel. In such a case, the employee and/or the Federation may grieve this decision if they believe he/she believes that the Chancellor's decision was arbitrary or capricious. The Chancellor shall provide a written explanation of their his/her reasons for rejecting the recommendation of the panel. 6. Position reclassification requests for any one position at the same College will not be considered more than twice within twelve months. 7. If a position is classified to a higher level, the incumbent shall receive a salary increase to the minimum of the new pay grade retroactive to the initial date of local application submission. If the position is reclassified to a lower level, and the current salary of the incumbent is above the maximum of the lower position classification, the incumbent's salary shall be "red-circled" until such time as the salary range of the lower position classification may accommodate the employee's salary. 8. In cases where moving to the minimum of the new pay grade does not result in a salary increase of 3% per grade for the incumbent, the incumbent shall receive a total increase of 3% for each grade level increased. 9. If the position reclassification decision should result in a change in unit designation as determined by the Vermont State Colleges, the Federation President shall be notified in writing of the change and shall have fifteen working days upon receipt to ask the Chancellor for reconsideration of their his/her decision. The Federation President may meet with the Chancellor to discuss the change in unit designation. This shall not be construed as a waiver or any limitation on the Federation’s right to appeal any unit determination issue directly to the VLRB. 10. The promotion increase provisions of section 8 shall automatically sunset at the expiration of the Agreement and shall not continue into a successor contract unless the parties specifically agree to such a continuation. In the event this contract is extended by the Secretary of Administration as a result of a failure to reach agreement by the expiration of this contract, these provisions will not carry forward. The Colleges agree to provide information on the cost of promotions to the VSEA. 11. If an employee covered by this Agreement should voluntarily assume the duties and responsibilities of a higher rated position in a classification in a higher pay range or not covered by the position they holdhe/she holds, then (a) that employee shall receive the rate of the higher classification, (b) either party may submit the position for possible reclassification as outlined in number 3 above; or (c) the Vermont State Colleges shall modify the duties and responsibilities of that employee to conform with the requirement of the position classification.