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 commi...
Job Evaluation. 34.01 During the term of this Agreement, if a new or revised Job Evaluation System is implemented by the Employer, the Employer shall before applying the new or revised Job Evaluation System, negotiate with the Union the rates of pay and the rules affecting the pay of employees for the evaluations affected. If the parties fail to reach agreement within sixty (60) days from the date on which the Employer submits the new or revised standard to the Union, the Employer may apply the new rates of pay and the Union may refer the matter to arbitration. The arbitrator's decision will be retroactive to the date of application of the new rates.
Job Evaluation. 14.01 Job Evaluation for bargaining unit jobs shall be jointly developed, maintained and administered by the Employer and YusApuY.
Job Evaluation. A classification system for the Community Social Services Sector has been established pursuant to the following excerpt from the "RECOMMENDATIONS FOR SETTLEMENT BY THE MEDIATOR XXXXXX X. XXXXXX, QC (JUNE 9, 1999)": "The purpose of this section is to set out a process and framework to achieve:
Job Evaluation. (a) The Employer shall not introduce a job evaluation plan, or alter or amend the Joint Job Evaluation Plan, without prior agreement with the Union.
Job Evaluation. (a) In evaluating the salary classifications for positions covered by Levels 1 to 9 of this Agreement, the University will use:
Job Evaluation. The Parties agree that the job evaluation process will be maintained according to the current signed Terms of Reference for Job Evaluation, which contains a procedure for classifying new positions created by the Employer and reclassifying or reviewing existing positions.
Job Evaluation. 2.01 THE JOB EVALUATION SYSTEM (Refer to MOU #33 and #48)
Job Evaluation. 12.01 The Employer and Union agree to establish a joint job evaluation committee, comprised of equal members of Union and Employer representatives, for the purpose of evaluating positions covered by this Agreement and maintaining the basis of an equitable wage structure and job ratings to meet changing conditions and work requirements.
Job Evaluation. The classification of employees within the es- tablished grades and to the various occupations will be in accordance with the Job Evaluation Plans at present in use in the Company. A copy of the Job Evaluation Plans will be given to the Union. The employee involved and a Local Union representative will have the right to review the job write- up to assure that all important duties are included before submission to the Grading Committee for evaluation. The Company will supply the Union with the same job write-up data which is submitted by supervi- sion to the Company’s Job Grading Committee. When existingjobs are to be re-evaluated, the job write-up and re-evaluation shall be completed within days from the date agreement has been reached to re- evaluate the job. Substantiation data of evaluated jobs will be supplied to the Union. In the event that the Union challenges the grad- ing of a job, a local or national union representativedesig- nated by the Union will, upon request, be allowed to view the job for a reasonable period of time accompanied by a management representative. Every effort will be made to avoid interference with productive activities. Job evaluation grievances presented within six- ty (60) days of the release of the job substantiation data to the Union may be processed in accordance with the grievance and arbitration provisions of this Agreement. The time limit may be extended by mutual agreement. In the event that an employee believes his job write-up does not reflect his assignment he may discuss the matter with his supervisor and if the problem is not resolved, a grievancemay be processed in accordance with the grievance procedure. treatment for an upgrade resulting from re-evaluation of a job will be effective thirty (30) days after the date on which the Company and a local union representative review the job write-up to ensure that all important duties are included or thirty (30) days after the Union presents a grievance with respect to the grading of a job.
