Common use of Job Evaluation Process Clause in Contracts

Job Evaluation Process. The Job Evaluation Committee shall consist of three (3) representatives from management and three (3) representatives of the Union. The Job Evaluation Committee will meet three (3) times per year, during February, June, and October, or those months agreed upon by the committee, to consider matters referred to the job evaluation process under Articles 27.02 and 27.04. The Gender-Neutral Job Evaluation Plan agreed to between the Board and Union in September 1994 is the basis for all determinations. The Job Evaluation Committee may recommend a change in the job description to the Secretary-Treasurer or designate of the Board. Once the job description for the position has been determined, the Job Evaluation Committee will conclude the evaluation of the position. The committee may include the following processes in determining their recommendation: • interviewing the employee and management • review of the job fact sheet completed by the employee and signed off by the supervisor • review the job description for the position • review of the relativity of the position to related positions Following the job evaluation review process, the Job Evaluation Committee will recommend to the Secretary-Treasurer or designate of the Board, the pay classification for the position. Should management reject the recommendation of the Job Evaluation Committee, or the Union disagree with the recommendation, the Union may dispute the matter through the grievance procedure. Employees will have twenty-one (21) calendar days from receipt of the decision of the Job Evaluation Committee to appeal the pay grade classification. The employee’s appeal application must include full documentation of the reasons for the appeal.

Job Evaluation Process. The Job Evaluation Committee shall consist of three (3) representatives from management and three (3) representatives of the Union. The Job Evaluation Committee will meet three (3) times per year, during February, June, and October, or those months agreed upon by the committee, to consider matters referred to the job evaluation process under Articles 27.02 and 27.04. The Gender-Gender Neutral Job Evaluation Plan agreed to between the Board and Union in September 1994 is the basis for all determinations. The Job Evaluation Committee may recommend a change in the job description to the Secretary-Treasurer or designate of the Board. Once the job description for the position has been determined, the Job Evaluation Committee will conclude the evaluation of the position. The committee may include the following processes in determining their recommendation: •  interviewing the employee and management •  review of the job fact sheet completed by the employee and signed off by the supervisor •  review the job description for the position •  review of the relativity of the position to related positions Following the job evaluation review process, the Job Evaluation Committee will recommend to the Secretary-Treasurer or designate of the Board, the pay classification for the position. Should management reject the recommendation of the Job Evaluation Committee, or the Union disagree with the recommendation, the Union may dispute the matter through the grievance procedure. Employees will have twenty-one (21) calendar days from receipt of the decision of the Job Evaluation Committee to appeal the pay grade classification. The employee’s appeal application must include full documentation of the reasons for the appeal.