Job classification system for Newspaper Journalists Sample Clauses

Job classification system for Newspaper Journalists. DJ job classification instrument The job classification system for Newspaper Journalists (DJ) is a recognised job classification instrument in the form of a job level matrix based on the Bakkenist method, consisting of job level groups 3 to 9. The jobs shown in the job level groups are reference jobs. If any new jobs are described that are classified into job level groups 1 or 2, such job level groups will also form part of this collective labour agreement. Classification of reference jobs for the job category of Newspaper Journalists Job level group Family of jobs Level characteristics Reference jobs 9 Manager 9 Managing a medium-sized editorial team (> 25 FTE). Responsible for the operational realisation of the newspaper. -Head editor I 8 Editor 8 Reporter 8 Taking stock of national and/or international developments, events and/or opinions, possibly as regards or from a specific geographic area. Recording this in opinion-forming and key articles with a high risk of damage to the publication's image or in articles that provide information about the situation in a specific geographic area. -Opinion-forming editor -Foreign correspondent -‘Star’ reporter Manager 8 Managing a small editorial team (10 to 25 FTE) in order to achieve a periodically recurring key section. -Head editor IIa 7 Editor 7 Reporter 7 Designer 7 Taking stock of specialist or highly topical diverse national and/or international and/or regional developments, events and/or opinions. Recording them in key articles, images or graphics, including infographics and/or being responsible for the final editing of the articles of others. Developing and renewing the image in and / or the design of the newspaper. -Specialised editor -Managing editor -News reporter Manager 7 Managing a limited editorial team (5 to 10 FTE) in order to achieve a periodically recurring section. -Head editor IIb 6 Editor 6 Reporter 6 Designer 6 Taking stock of local, regional and/or national developments, events and/or opinions, analysing and selecting interesting topics and recording them through articles, images or graphics, which may include infographics, and/or editing articles written by others and managing the picture editing. Designing key sections / columns and defining, or helping to define, frameworks for sections / columns. -Readers' editor -Photo journalist -Editor -Reporter -Regional reporter Manager 6 Managing and/or coordinating activities of a very small team of editors (with different specialisations) in o...
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Related to Job classification system for Newspaper Journalists

  • New Job Classifications 11.1 Whenever the Company determines it appropriate to create a new job classification in the bargaining unit, it shall proceed as follows.

  • Job Classification When a new classification (which is covered by the terms of this Collective Agreement) is established by the Hospital, the Hospital shall determine the rate of pay for such new classification and notify the local Union of the same. If the local Union challenges the rate, it shall have the right to request a meeting with the Hospital to endeavour to negotiate a mutually satisfactory rate. Such request will be made within ten (10) days after the receipt of notice from the Hospital of such new occupational classification and rate. Any change mutually agreed to resulting from such meeting shall be retroactive to the date that notice of the new rate was given by the Hospital. If the parties are unable to agree, the dispute concerning the new rate may be submitted to arbitration as provided in the Agreement within fifteen (15) days of such meeting. The decision of the Board of Arbitration (or arbitrator as the case may be) shall be based on the relationship established by comparison with the rates for other classifications in the bargaining unit having regard to the requirements of such classification. When the Hospital makes a substantial change in the job content of an existing classification which in reality causes such classification to become a new classification, the Hospital agrees to meet with the Union if requested to permit the Union to make representation with respect to the appropriate rate of pay. If the matter is not resolved following the meeting with the Union the matter may be referred to Arbitration as provided in the Agreement within fifteen (15) days of such meeting. The decision of the Board of Arbitration (or arbitrator as the case may be) shall be based on the relationship established by comparison with the rates for other classifications in the bargaining unit having regard to the requirements of such classifications. The parties further agree that any change mutually agreed to or awarded as a result of arbitration shall be retroactive only to the date that the Union raised the issue with the Hospital. Notwithstanding the foregoing, if as a result of compensable illness or injury covered by WSIB an employee is unable to carry out the regular functions of her position, the Hospital may, subject to its operational requirements, establish a special classification and salary in an endeavour to provide the employee with an opportunity of continued employment. This provision shall not be construed as a guarantee that such special classification(s) will be made available or continued.

  • JOB CLASSIFICATIONS For the purpose of this Agreement the following classifications will be applicable:

  • Classification of Goods The classification of goods in trade between the Parties shall be in conformity with the Harmonized System.

  • Position Classification 1. The requirements of each position will be documented by a Position Description developed by reference to the Position Description Questionnaire (PDQ), and classified into a salary grade consistent with the Position Description and classifications for corresponding job duties found throughout the USNH System and according to USNH policy and processed by the KSC Office of Human Resources.

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