MAINTAINING THE JOB EVALUATION PROGRAM Sample Clauses
MAINTAINING THE JOB EVALUATION PROGRAM. 1. Either the incumbent(s) or the Director of Human Resources may request reconsideration of the class specification and/or the job rating by completing and submitting a Job Evaluation Reconsideration Form stating the reason(s) for disagreeing with the class specification and/or the rating of the job. Any such request shall be submitted within sixty
2. It is important to maintain accurate class specifications and job ratings on an ongoing basis. Failure to do so will serve to damage the integrity of the program. It is the intention of the parties to review all jobs once every five years.
i. Whenever the Director of Human Resources authorizes changes to the duties and responsibilities of a job, the Director of Human Resources may request a job evaluation review by completing and submitting a Job Evaluation Reconsideration form.
ii. Whenever the incumbent(s)/union feel the duties and responsibilities of a job have been changed or that the class specification does not reflect the duties and responsibilities of the job, the incumbent(s)/union may request a job evaluation review by completing and submitting a Job Evaluation Reconsideration Form.
iii. After a job evaluation review has been completed, no further review will be conducted for a period of 12 months unless there is a change in the duties and responsibilities.
4. Upon receipt of a completed Job Evaluation Reconsideration Form, the committee shall proceed to gather accurate, up-to-date information on the job. The gathering of information may involve requesting the incumbent(s) and supervisor to complete an up- to-date job analysis questionnaire, interviewing of incumbents, supervisors, the Director of Human Resources and/or visits to the job site. Based on this information, the committee shall update the class specification, as necessary;
5. Where the class specification has been changed, the Committee shall meet to rate each subfactor of the job, and to establish a new rating for the job and advise the incumbent(s) and Director of Human Resources of its decision. The rating of the job shall determine the pay grade for the job;
6. If the job is rated at a pay grade higher than the existing pay grade, the incumbent's rate of pay shall be adjusted retroactive to the date the Job Evaluation Reconsideration form was submitted.
7. Whenever the incumbent(s)/union request a job evaluation review or whenever the five year job review determines the job is rated at a paygrade lower than the existing paygrade, th...
MAINTAINING THE JOB EVALUATION PROGRAM. It is important to maintain accurate job descriptions and job ratings on an ongoing basis. Failure to do so will serve to damage the integrity of the program. Therefore, all job descriptions will be reviewed once every five years. The initial review shall commence twenty-four months following the finalization of all reconsiderations and problems that may arise with the implementation of this job evaluation program.
MAINTAINING THE JOB EVALUATION PROGRAM. It is important that each party maintain accurate job ratings on an ongoing basis. Failure to do so will serve to damage the integrity of the program.
MAINTAINING THE JOB EVALUATION PROGRAM. It is important that each party maintain an independent record of accurate job descriptions and job ratings on an ongoing basis. Failure to do so will serve to damage the integrity of the program. It is the intention of the Parties to periodically review jobs upon request and to complete a review of all jobs every three (3) years.
MAINTAINING THE JOB EVALUATION PROGRAM. 3.1 It is important that each party maintain accurate job information and job ratings on an on- going basis. Failure to do so will serve to damage the integrity of the program.
3.2 Job Evaluation Procedure for Changed Jobs Whenever the employer changes the duties and responsibilities of a job or the incumbent(s)/union feel that the duties and responsibilities of a job have significantly and substantially been changed, the following procedures shall be followed:
a) The incumbent(s)/union or the supervisor/employer may request a job evaluation or reconsideration review by completing and submitting a Job Evaluation Reconsideration Form and Job Analysis Questionnaire to Human Resources. The J.J.E.S.C. shall receive copies of the submission and forward to the J.J.E.C. those jobs which require job evaluation. The jobs which require only a job description change are to be forwarded to Human Resources department for forwarding to the J.J.E.S.C. Where further information in required by the J.J.E.S.C., interviews shall be held with incumbents and supervisors.
b) Where the initial job evaluation was based on a composite (consolidated) Job Analysis Questionnaire, the maintenance (reconsideration) submission must also be a consolidated Job Analysis Questionnaire.
MAINTAINING THE JOB EVALUATION PROGRAM. 6.1 It is the intention of the parties to evaluate new jobs, or jobs that have substantially changed, as required, in accordance to the process outlined in Article 5. In addition, there will be a comprehensive review carried out every three (3) years for purposes of maintaining pay equity.
MAINTAINING THE JOB EVALUATION PROGRAM. 5.1 It is important to maintain accurate job descriptions and job ratings on an ongoing basis. Failure to do sowill serve to damage the integrity of the program.
5.2 Whenever there is a substantial change in the duties or responsibilities of a job, or the job description does not reflect the duties and responsibilities of the job, the following procedures shall be followed:
a) The incumbent(s)/Union or the Supervisor/Employer may request a job evaluation review by completing and submitting a Job Evaluation Reconsideration Form (Appendix A);
b) Upon receipt of a complete Job Evaluation Reconsideration Form, the Committee shall proceed to gather accurate, up-to-date information on the job. The gathering of information may involve requesting the incumbent(s) and supervisor to complete an up-to-date job analysis questionnaire, the interviewing of incumbents and/or supervisors and/or visits to the job site;
c) Where there is a substantial change in the duties or responsibilities of a job, the Committee shall meet to rate each affected factor of the job. The rating of the job shall determine the pay grade for the job;
d) All adjustments shall be implemented ninety (90) days after evaluation and following notification of the Board and Union Executive. In the event of a downward adjustment, fifty percent (50%) of the adjustment shall be implemented as above. The remaining fifty percent (50%) of the adjustment shall be implemented at the rate of ten percent (10%) of the adjustment per month over the following five
MAINTAINING THE JOB EVALUATION PROGRAM. 7.1 It is important that each party maintain accurate job descriptions and job ratings on an ongoing basis. Failure to do so will serve to damage the integrity of the program. It is the intention of the parties to periodically review jobs upon request and to complete a review of all jobs every four (4) years. The initial review shall commence following the complete implementation of the Joint Job Evaluation Program (varies between 1 to 4 years depending on the size of the program).
MAINTAINING THE JOB EVALUATION PROGRAM. 3.1 It is important that each party maintain accurate job information and job ratings on an on-going basis. Failure to do so will serve to damage the integrity of the program.
3.2 Job Evaluation Procedure for Changed Jobs Whenever the employer changes the duties and responsibilities of a job or the incumbent(s)/union feel that the duties and responsibilities of a job have been changed, the following procedures shall be followed:
a) The incumbent(s)/union or the supervisor/employer may request a job evaluation review by completing and submitting a Job Evaluation Reconsideration Form to Human Resources, such form to be copied to the chairs of the J.J.E.S.C.
b) Upon receipt of a completed Job Evaluation Reconsideration Form, the employee and supervisor shall complete an up-to-date job questionnaire in accordance with the Job Evaluation Tool and forward it to the Human Resources department for forwarding to the J.J.E.S.C. Where further information is required by the J.J.E.S.C., interviews shall be held with incumbents and/or supervisors.
c) The J.J.E.S.C. shall meet semi-annually to jointly review any Job Evaluation Reconsiderations. Where the review results in an upward adjustment to the wage rate, the wage rate shall be adjusted effective the date the request for reconsideration was received by the Human Resources Department.
3.3 Job Evaluation Procedure for New Jobs Whenever the employer wishes to establish a new job. the following procedures shall apply:
a) The employer shall complete a job evaluation questionnaire for the job;
MAINTAINING THE JOB EVALUATION PROGRAM. 6.1 Either the incumbent(s) or the supervisor may request reconsideration of the job description and/or the job rating by completing and submitting a Job Evaluation Reconsideration Form (Annex IV), stating the reason(s) for disagreeing with the job description and/or the rating of the job. Any such request shall be submitted within sixty (60) days of receipt of the Advice of Rating. Both the incumbent(s) and the supervisor shall be permitted to make a presentation to the Committee. The