JOB REDESIGN. 68.1 It is important that positions are capable of being designed to maximise efficiency and productivity in the workplace. Job redesign can occur due to organisational change or requirements or through change in the nature of the duties required to be performed and may not necessarily result in a reclassification beyond the level of the position being redesigned.
JOB REDESIGN. 21.1 The University will utilise job redesign, consistent with other provisions of this Agreement, so as to:
JOB REDESIGN. The Union and the University agree to mutually explore the concept of redesigning jobs in order to promote productivity and efficiency, and to improve employee satisfaction. Pilot projects may be considered for implementation in various departments or areas of the University. Participation in a pilot project will not commit the University to such wages based on the pay schedule in this Agreement.
JOB REDESIGN. 2.8.1. When a position and duties are required to change significantly, agreed position descriptions are to be signed by the incumbent and the supervisor to indicate that the position is appropriately described at the time of preparation.
JOB REDESIGN. (8) Mary’s leaseback agreement will terminate on her commencement of the new position.
JOB REDESIGN. 13.1. The parties agree that where there is an identifiable need to restructure work practices or redesign work performed by Employees, that this will activate the requirements under clause 12 – Consultation. Employees will not suffer a reduction in ordinary time earnings as a result of job redesign. When restructuring work practices or redesigning work performed by Employees, the Employer will use a process designed to enhance the career development of Employees.
JOB REDESIGN. 21.1 The design of existing jobs in the PKPC shall occur according to Business Needs. The process may be activated by the employer, employees or union.
JOB REDESIGN. (8) Xxxx’s leaseback agreement will terminate on her commencement of the new position.
JOB REDESIGN. The parties to this Agreement commit to the full enhancement of job redesign across the classification streams in RACS. Enhancements to job redesign – Leadership schedule Leaders within the RACS business will be fully involved in the implementation and maximisation of the benefits to the business of the enhancements to job redesign. This commitment includes ensuring they are fully conversant with the skills of the employees they lead, and how job redesign works in the RACS business. Their performance as leaders and supervisors is dependant on the ability to utilise the skills and flexibility and benefits of Job Redesign. Enhancements to job redesign - Operations schedule The parties to this Agreement commit that Job Redesign is not about eroding the value of tradespeople and trade skills in RACS. However, job redesign is about implementing the processes of job redesign across all streams equally for the benefit of all parties. The key enhancements to Job Redesign are: More flexibility for semi-skilled to do the lower end of trade work and for trade to share in semi skilled work. Alignment across all sites on a single agreement for job redesign. Introduction of Skills Assessment across all sites. A nodal point with the extra payment to launch a revitalised approach of management and union to Job Redesign. This includes the common user basket. Job Redesign has been implemented in RACS with the main objective being to give trade and non-trade staff the necessary competencies to increase their skills and knowledge enabling them to perform a range of tasks across trade and non-trade classifications. This gives employees the flexibility and capability of carrying out a complete range of tasks that requires a greater variety of skills than those generally held in the traditional trade and non-trade roles. For the purposes of Job Redesign, Semi skilled and Non Trades staff are considered to be the same group. The arrangements in appendix 1 are in place to ensure safe, legal and logical application of skills in order to maximise productivity. These arrangements include acknowledgement and agreement by employees to undergo further competency training and recognition to provide a flexible workforce through staff rotation through skills areas across the site and multi skilling purposes. These additional competencies may or may not provide access to higher pay levels. Once implemented, employees of all classifications can be called upon to perform any duties fo...
JOB REDESIGN. 28.8.1 It is Council’s policy that prior to any position being re-evaluated, approval of the Group Manager is required to justify the cause of the redesign, the proposal of the line manager and the consequences of the approval. A redesigned position that attracts a higher salary grade following a job evaluation, is to be referred to the Salary Group for recommendation to the Group Manager.
