JOB EVALUATION PROGRAMME Sample Clauses

JOB EVALUATION PROGRAMME. The Job Evaluation Programme, which was implemented by agreement of the parties on Feb- ruary shall continue in effect during the term of this Basic Agreement. The Job Evaluation Plan dated June (hereinafter referred to as “the Plan”) which is attached hereto as Schedule has been agreed to by the parties and will be the sole basis for the evaluation of all jobs performed by bargaining unit employees at the Company. The Plan as such may not form the subject of a grievance nor shall it be arbitrable. Each job in effect as of the date of the Basic Agreement has been evaluated in accordance with the Plan and each such Job Evaluation has been agreed to. Attached hereto as Schedule is a list of all such jobs showing their agreed to assigned Labour Grade. Attached hereto as Schedule is a list of Bench- xxxx Jobs which have been agreed to by the parties. Such will be used, together with the Plan, for the purpose of deter- mining the proper ranking relationship and job factor comparison of new or changed job evalua- tions. A Benchmark Job may not be the subject of a grievance nor shall it be arbitrable. The responsibility for the evaluation of any job will continue to be and such evaluation to be with and conforming to the provisions of this Programme. The agreed to Job Evaluation for each job and others subsequently agreed upon shall continue in effect and will not be subject to appeal, except as hereinafter provided. When the Company implements a new Job Eval- uation or changes an existing Job Evaluation from one Labour Grade to another, the Company will send the Union a copy of the new Job Identi- fication and Evaluation and inform the Union, as soon as practicable, of the effective date of implementation or change. In the event that the Union disagrees with the Company’s evaluation of such new or changed job, it may file an appeal in accordance with the notification and appeal procedure as provided in paragraph below, within thirty (30) fol- lowing the date the new Job Evaluation was sent to the Union. In the event that the Union alleges that the Com- pany has changed the primary function or the content of the work as contained in the Job Iden- tification of an existing job to the extent that the Job Evaluation should be changed from one Labour Grade to another, the Union may file an appeal in accordance with the notification and appeal procedure as provided in paragraph below.
Sample 1
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JOB EVALUATION PROGRAMME. In accordance with the Memorandum of Agreement dated February a new Joint Job Evaluation Programme, effective January between the Corporation and the Union was established. ARTICLE JOINT JOB EVALUATION PROGRAMME (continued) The Memorandum of of a Job Evaluation Programme between the Corporation of The City of and The Canadian Union of Public Employees and its Local (Professional and Technical Unit) and the Job Evaluation Manual of Procedures for the Corporation of The City of and The Canadian Union of Public Employees and its Local (Professional and Technical Unit), shall be printed in a separate booklet referred to as Schedule and shall be part of the collective agreement.
Sample 1
JOB EVALUATION PROGRAMME. 1) The Job Evaluation Programme will be implemented on April 1, 1991 and will continue in effect for the term of this Agreement.
Sample 1
JOB EVALUATION PROGRAMME. The responsibility for evaluation of any work shall continue to be vested in the Company. Evaluation will continue to be made on the basis of the Job Evaluation Programme (including the Job Rating Plan for Hourly Paid Classifications). The Job Evaluation Programme as such, having been selected by the Company, may not form the subject of a grievance. When new and/or changed job classifications are implemented by the Company, the Union will be notified of the resulting amendments to the "Job Evaluation and Job Classification Manual", together with the date of implementation, the and affected, and will be supplied with a copy of the Job Identifications and the factor ratings thereof. The Union or the incumbent employee in the job classification concerned may file a grievance in writing with the Company alleging:
Sample 1

Related to JOB EVALUATION PROGRAMME

  • Program Evaluation The School District and the College will develop a plan for the evaluation of the Dual Credit program to be completed each year. The evaluation will include, but is not limited to, disaggregated attendance and retention rates, GPA of high-school-credit-only courses and college courses, satisfactory progress in college courses, state assessment results, SAT/ACT, as applicable, TSIA readiness by grade level, and adequate progress toward the college-readiness of the students in the program. The School District commits to collecting longitudinal data as specified by the College, and making data and performance outcomes available to the College upon request. HB 1638 and SACSCOC require the collection of data points to be longitudinally captured by the School District, in collaboration with the College, will include, at minimum: student enrollment, GPA, retention, persistence, completion, transfer and scholarships. School District will provide parent contact and demographic information to the College upon request for targeted marketing of degree completion or workforce development information to parents of Students. School District agrees to obtain valid FERPA releases drafted to support the supply of such data if deemed required by counsel to either School District or the College. The College conducts and reports regular and ongoing evaluations of the Dual Credit program effectiveness and uses the results for continuous improvement.

  • 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 committee will report out to the provincial parties regularly during the term of the Framework Agreement. Should any concerns arise during the work of the committee they will be referred to the PLMC. Create a maintenance program to support ongoing implementation of the JE plan at a local, regional or provincial level. The maintenance program will include a process for addressing the wage rates of incumbents in positions which are impacted by implementation of the JE plan. The provincial parties confirm that $4,419,859 of ongoing annual funds will be used to implement the Job Evaluation Plan. Effective July 1, 2022, there will be a one-time pause of the annual $4,419,859 JE funding. This amount has been allocated to the local table bargaining money. The annual funding will recommence July 1, 2023.

  • PROGRESS EVALUATION Engineer shall, from time to time during the progress of the Engineering Services, confer with County at County’s election. Engineer shall prepare and present such information as may be pertinent and necessary, or as may be reasonably requested by County, in order for County to evaluate features of the Engineering Services. At the request of County or Engineer, conferences shall be provided at Engineer's office, the offices of County, or at other locations designated by County. When requested by County, such conferences shall also include evaluation of the Engineering Services. County may, from time to time, require Engineer to appear and provide information to the Xxxxxxxxxx County Commissioners Court. Should County determine that the progress in Engineering Services does not satisfy an applicable Work Authorization or any Supplemental Work Authorization related thereto, then County shall review same with Engineer to determine corrective action required. Engineer shall promptly advise County in writing of events which have or may have a significant impact upon the progress of the Engineering Services, including but not limited to the following:

  • TECHNICAL EVALUATION (a) Detailed technical evaluation shall be carried out by Purchase Committee pursuant to conditions in the tender document to determine the substantial responsiveness of each tender. For this clause, the substantially responsive bid is one that conforms to all the eligibility and terms and condition of the tender without any material deviation. The Institute’s determination of bid’s responsiveness is to be based on the contents of the bid itself without recourse to extrinsic evidence. The Institute shall evaluate the technical bids also to determine whether they are complete, whether required sureties have been furnished, whether the documents have been properly signed and whether the bids are in order.

  • TEACHER EVALUATION A. All monitoring or observation of the work performance of a teacher shall be conducted openly and with full knowledge of the teacher.

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