- JOB EVALUATION PROCEDURES. 5.1 The Joint Job Evaluation Committee shall review the job description and other job documents provided to them for the job under review, to clarify information required for rating purposes. Such review may include:
- JOB EVALUATION PROCEDURES. The Joint Job Review Committee will initially use the methodology and procedures developed in consultation with Peat Xxxxxxx Xxxxxxxxx & Xxxxxx to undertake the Pay Equity review process. It is agreed by the parties that a simpler, more effective process be developed for future implementation. However, until a new methodology and process are agreed upon, the modified Peat Marwick approach at Appendix B will form the basis of the Joint Job Review Committee process. A binder of the key documents forming part of this Agreement will be assembled for the use and guidance of the Committee members.
- JOB EVALUATION PROCEDURES. 5.1 Regional Niagara’s Joint Job Evaluation Committee shall review the job description and other job documents provided to them for the job under review, to clarify information required for rating purposes. Such review may include:
- JOB EVALUATION PROCEDURES. 28.01 The classification of positions covered by this Collective Agreement shall be determined by the method described in the Xxxxxxxxx Xxxxxxx Xxxxx & Whinney Job Evaluation Manual (the “Job Evaluation Manual”). The Job Evaluation Manual shall only be altered with the mutual consent of the Employer and the Union. In the event that during the life of this Agreement a new system is selected and an implementation plan is mutually agreed to, per XXX 14, the new system will replace the Xxxxxxxxx Xxxxxxx Xxxxx & Whinney Job Evaluation Manual.
- JOB EVALUATION PROCEDURES. (a) The employee and/or the employee ’ s supervisor may forward an appeal regarding job band placement to the Executive Superintendent of Human Resource Services and the Union.
- JOB EVALUATION PROCEDURES. Corporation Initiated (continued)
- JOB EVALUATION PROCEDURES. 31.1. This clause does not apply to casual professional staff positions.
- JOB EVALUATION PROCEDURES. The Joint Job Evaluation Committee shall review the job description and other job documents provided to them for the job under review, to clarify information required for rating purposes. Such review may include : site inspection by the Committee interviewing, by the Committee, of incumbents and supervisors The Joint Job Evaluation Committee shall then evaluate the job the Rating Manual (Schedule In making the determinations necessary for the rating of a job from the description of the job’s content, certain basic characteristics are considered to be inherent in the performance of all jobs, and are not considered in the evaluation of any job in this programme. These characteristics are honesty, integrity, normal discretion, reasonable care and attention, ordinary tact, and common courtesy. In the application of the Rating Manual (Schedule the following general rules shall apply: It is the content of the job that is being not the incumbent Jobs are to be evaluated without regard to existing Classifications. Jobs are to be placed in the appropriate Factor Degree by considering the specific requirements of each job, the Factor definition, and the description of each Factor Degree. Workload is not a consideration when evaluating a job. No interpolation of Factor Degrees is to be made in the use of this programme (i.e. no insertion of a Factor rating that falls between the established Factor Degrees). The job description and rating of each job shall be relative to, consistent with, and conform to the job descriptions and ratings of the benchmark jobs and all other jobs included in the job evaluation programme. Should the Joint Job Evaluation Committee not be able to make a decision on the matter(s) before it, the matter(s) shall be referred to the Job Evaluation Referee, as provided for in Article The Chairperson of the Joint Job Evaluation Committee shall communicate all rating and/or other decisions made by the Committee to the incumbent(s), the appropriate Department Head, the Personnel Department, and the Union within ten working days of the Committee’s decision.
- JOB EVALUATION PROCEDURES. Employee Initiated Union Job Evaluation Within sixty (60) calendar days after receipt of the Job Analysis Form by the Corporation, the Evaluation Committee shall meet to review and/or evaluate the position. Salary increases resulting from the evaluation shall be made effective to the date that the Corporation was in receipt of the Job Analysis Form. If no agreement is reached on the evaluation of the job, the Union may submit a grievance in accordance with Article Integration of Job Evaluation Results with Schedule The job titles of the evaluated job descriptions shall be inserted into the appropriate position classification in Schedule Descriptions If a job is without an incumbent, and it is not intended that there will be an incumbent in the future, the Corporation shall declare the job description redundant and so notify the Union in writing. The transfer of any of the functions of the redundant job description to another job description shall be dealt with under or ARTICLE PAY PROCEDURES Employees shall be paid Shift premium, overtime, or holiday pay, or any of them, will not be pyramided or duplicated for the same hours under any conditions of this Agree
- JOB EVALUATION PROCEDURES. All Local Union No. #2737-16 bargaining unit work at the Newcomerstown Plant has been described and evaluated by the Job Evaluation Committee in accordance with the provisions of the C.W.S. Job Description and Classification Manual, updated as of January 1st, 1963, as incorporated into the Hellxx Xxxl Division Job Evaluation Manual dated August 17, 1971 hereinafter referred to as the Manual. The Manual shall become effective simultaneously with the New Hourly Wage Payment Plan.
