Common use of MAINTAINING THE JOB EVALUATION PROGRAM Clause in Contracts

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, the incumbent's rate shall be red circled and shall continue at the old rate until surpassed by the new rate for the classification. However, if the Employer downgrades the duties and responsibilities of a classification as per 4.2 E.3.i. above, resulting in the classification being rated at a paygrade lower than the existing paygrade, the incumbent shall receive 50% of all further negotiated wage increases until the current rate paid the incumbent and the rate established as a result of the job review, meet. Any new incumbent to the job shall receive the rate as established by the evaluation process.

MAINTAINING THE JOB EVALUATION PROGRAM. 12.1 The Job Evaluation Plan will be used when reviewing and evaluating all existing or new jobs. Either The Union and the incumbent(sBoard agree to adopt the following process: 2.1.1 The Joint Job Evaluation Committee will divide all jobs into groups and will address approximately twenty percent (20%) of the jobs covered by the Plan in each subsequent year. 2.1.2 Employees in the group of jobs subject to review in a given year will be surveyed to determine if any changes have occurred to their jobs since the job description was last revised. 2.1.3 The results of the survey will be reviewed by the Joint Job Evaluation Committee and if substantial change has occurred to a position, it will be re-evaluated in accordance with the established Job Evaluation procedure. 2.2 Whenever the employer changes the duties, responsibilities or qualifications of a job or the Director of Human Resources may request reconsideration of incumbent(s)/Union feel that 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 duties, 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 or qualifications of a job have been changed changed, or that the class specification job description does not reflect the duties and duties, responsibilities or qualifications of the job, the incumbent(s)/union following procedures shall be followed: 2.2.1 The incumbent(s)/Union or the employer may request a job evaluation review by completing and submitting a Job Evaluation Reconsideration Form. iii2.2.1.1 A maximum of three (3) job descriptions to be under review at any one time. After a job evaluation review has been completed, no further review This number can be increased by mutual agreement. 2.2.1.2 Reviews will be conducted for a period initiated within thirty (30) days of 12 months unless there is a change in the duties and responsibilitieswritten request whenever possible. 4. 2.2.2 Upon receipt of a completed Job Evaluation Reconsideration Form, the committee Committee shall proceed to gather accurate, up-todo-date information on the job. The gathering of information may shall involve requesting the incumbent(s) and supervisor to complete an up- up-to-date job analysis questionnaireJob Analysis Questionnaire. Where further information is required, interviewing of incumbents, supervisors, the Director of Human Resources interviews shall be held with incumbents and/or supervisors and/or visits to the job site. Based on this information, the committee shall update the class specification, as necessary;. 5. 2.2.3 Where the class specification it has been determined by the JJEC that the job description has changed, the Committee job shall meet to rate each subfactor of be rated by the job, and to establish a new rating for the job and advise the JJEC. The incumbent(s) and Director supervisor shall be advised of Human Resources the Committee’s decision per the Advice of its decisionRating Form. The rating of the job shall determine the pay grade rate for the job;. 6. 2.2.4 a) If the job is rated at a pay grade band higher than the existing pay gradeband, the incumbent's ’s rate of pay shall be adjusted retroactive to the date the Job Evaluation Reconsideration form 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, the incumbent's rate shall be red circled and shall continue at the old rate until surpassed by the new rate for the classification. However, if the Employer downgrades the duties and responsibilities of a classification as per 4.2 E.3.i. above, resulting in the classification being rated at a paygrade lower than the existing paygrade, the incumbent shall receive 50% of all further negotiated wage increases until the current rate paid the incumbent and the rate established as a result of the job review, meet. Any new incumbent to the job shall receive the rate as established by the evaluation process.

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. 3.32 It is the intention of the parties to periodically review jobs upon request and all jobs once will be reviewed at least every five four (4) years. i. Whenever 3.33 The executive manager of human resources will provide the Director of Human Resources authorizes changes to the duties and responsibilities of incumbent(s) with: (1) a job, the Director of Human Resources may request reconsideration form (Appendix A); (2) a job evaluation review by completing analysis questionnaire (Appendix B); and submitting (3) a Job Evaluation Reconsideration formcopy of the job description. The incumbent(s) shall complete and submit to their manager the job analysis questionnaire no later than two (2) months from the date the reconsideration form (Appendix A) was received. Submissions that are received past the deadline will not be accepted and will have to be re-submitted at the next round of maintenance. Written requests for extensions will be considered for good and sufficient reasons. ii. Whenever 3.34 The incumbent may elect to sign off on their existing job description in lieu of completing the incumbent(s)/union job analysis questionnaire (Appendix B) if they feel the duties and responsibilities of that their job has not changed significantly enough to warrant 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 Formnew evaluation. iii. After a 3.35 The manager will have one month from the time of receiving the completed job evaluation analysis questionnaire or the signed off job description to provide written input, 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 their comments with the incumbent(s) and supervisor then submit to complete an up- to-date the executive manager of human resources. 3.36 The executive manager of human resources shall have one month from the time of receiving the completed job analysis questionnairequestionnaire to develop a formal job description. 3.37 The job description and questionnaire shall now be submitted to the JJEC to be rated in accordance with the job evaluation plan. The JJEC shall also use information obtained from interviews with the manager and, interviewing of incumbentsif required, supervisors, the Director of Human Resources and/or visits to the job site. Based on this information, . 3.38 When the committee shall update JJEC has completed the class specification, as necessary; 5. Where the class specification has been changed, the Committee shall meet to rate each subfactor rating of the job, and to establish a new rating for the job and advise it will provide the incumbent(s) and Director of Human Resources of its decision. The rating the manager with a copy of the job shall determine the pay grade for the job;review decision and rating form (Appendix C). 6. 3.39 If the job is rated at a pay grade higher than the existing pay grade, the incumbent's ’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, the incumbent's rate shall be red circled and shall continue at the old rate until surpassed by the new rate for the classification. However, if the Employer downgrades the duties and responsibilities of a classification as per 4.2 E.3.i. above, resulting in the classification being rated at a paygrade lower than the existing paygrade, the incumbent shall receive 50% of all further negotiated wage increases until the current rate paid the incumbent and the rate established as a result of the job reviewevaluation maintenance form. 3.40 In the event that the pay rate of the job decreases the incumbent(s) shall receive full red-circling protection for the duration of their tenure in the job. An incumbent who remains red circled shall continue to receive the higher rate until such time as it is exceeded by the evaluated rate. The incumbent will, meet. Any new incumbent from this point onwards, receive all increases as appropriate and will no longer be considered to be red circled 3.41 Either the incumbents(s) or the manager may appeal the rating by submitting an appeal of rating form (Appendix D) to the job shall receive executive manager of human resources, stating the rate as established by reason(s). If an appeal is not submitted within sixty (60) days of receipt of the review decision and rating form (Appendix C) the evaluation processof the job becomes final and binding.

MAINTAINING THE JOB EVALUATION PROGRAM. 12.1 The Job Evaluation Plan will be used when reviewing and evaluating all existing or new jobs. Either The Union and the incumbent(sBoard agree to adopt the following process: 2.1.1 The Joint Job Evaluation Committee will divide all jobs into groups and will address approximately twenty percent (20%) of the jobs covered by the Plan in each subsequent year. 2.1.2 Employees in the group of jobs subject to review in a given year will be surveyed to determine if any changes have occurred to their jobs since the job description was last revised. 2.1.3 The results of the survey will be reviewed by the Joint Job Evaluation Committee and if substantial change has occurred to a position, it will be re-evaluated in accordance with the established Job Evaluation procedure. 2.2 Whenever the employer changes the duties, responsibilities or qualifications of a job or the Director of Human Resources may request reconsideration of incumbent(s)/Union feel that 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 duties, 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 or qualifications of a job have been changed changed, or that the class specification job description does not reflect the duties and duties, responsibilities or qualifications of the job, the incumbent(s)/union following procedures shall be followed: 2.2.1 The incumbent(s)/Union or the employer may request a job evaluation review by completing and submitting a Job Evaluation Reconsideration Form. iii2.2.1.1 A maximum of three (3) job descriptions to be under review at any one time. After a job evaluation review has been completed, no further review This number can be increased by mutual agreement. 2.2.1.2 Reviews will be conducted for a period initiated within thirty (30) days of 12 months unless there is a change in the duties and responsibilitieswritten request whenever possible. 4. 2.2.2 Upon receipt of a completed Job Evaluation Reconsideration Form, the committee Committee shall proceed to gather accurate, up-todo-date information on the job. The gathering of information may shall involve requesting the incumbent(s) and supervisor to complete an up- toup-to- date job analysis questionnaireJob Analysis Questionnaire. Where further information is required, interviewing of incumbents, supervisors, the Director of Human Resources interviews shall be held with incumbents and/or supervisors and/or visits to the job site. Based on this information, the committee shall update the class specification, as necessary;. 5. 2.2.3 Where the class specification it has been determined by the JJEC that the job description has changed, the Committee job shall meet to rate each subfactor of be rated by the job, and to establish a new rating for the job and advise the JJEC. The incumbent(s) and Director supervisor shall be advised of Human Resources the Committee’s decision per the Advice of its decisionRating Form. The rating of the job shall determine the pay grade rate 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, the incumbent's rate shall be red circled and shall continue at the old rate until surpassed by the new rate for the classification. However, if the Employer downgrades the duties and responsibilities of a classification as per 4.2 E.3.i. above, resulting in the classification being rated at a paygrade lower than the existing paygrade, the incumbent shall receive 50% of all further negotiated wage increases until the current rate paid the incumbent and the rate established as a result of the job review, meet. Any new incumbent to the job shall receive the rate as established by the evaluation process.

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. 5.1 It is important to maintain accurate class specifications 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 review all jobs once every five years. i. 5.2 Whenever there is a substantial change in the Director duties or responsibilities of Human Resources authorizes changes to a job, or the job description does not reflect the duties and responsibilities of a the job, the Director of Human Resources 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.Form (Appendix A); 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. b) Upon receipt of a completed complete Job Evaluation Reconsideration Form, the committee 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 Supervisor to complete an up- up-to-date job analysis questionnaire, the interviewing of incumbents, supervisors, the Director of Human Resources incumbents and/or Supervisors and/or visits to the job site. Based on this information, the committee shall update the class specification, as necessary; 5. c) Where there is a substantial change in the class specification has been changedduties or responsibilities of a job, the Committee shall meet to rate each subfactor affected factor 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; 6d) All adjustments shall be implemented ninety (90) days after evaluation and following notification of the Board and Union Executive. If 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 (5) months; Notwithstanding the above, in the event that a salary adjustment resulting from such evaluation applies to five (5) or more Employees, the implementation schedule shall be discussed and mutually agreed to by the parties. e) All compensation and/or pay grade adjustments shall be subject to the requirements and restrictions of the Ontario Pay Equity Act and subsequent related legislation. f) In any case, the job is rated at may not be considered for re-rating if less than twelve (12) months have elapsed since it was last rated. 5.3 Whenever the Employer wishes to establish a new job, the following procedures shall apply: a) The Employer shall prepare a draft job description and establish a temporary pay grade higher than for the existing pay grade, job based on the incumbent's rate of pay draft job description; b) The job 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, the incumbent's rate shall be red circled posted and shall continue at the old rate until surpassed by the new rate for the classification. However, if the Employer downgrades the duties and responsibilities of a classification as per 4.2 E.3.i. above, resulting in the classification being rated at a paygrade lower than the existing paygrade, the incumbent shall receive 50% of all further negotiated wage increases until the current rate paid the incumbent and the rate established as a result of the job review, meet. Any new incumbent any person appointed to the job shall receive be paid the rate as established by temporary pay grade; c) After six (6) months from the evaluation process.appointment of an incumbent to the job, the incumbent(s) and the Supervisor shall complete a Job Analysis Questionnaire which shall be submitted, along with an updated job description, to the J.J.E.

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. 6.1 It is important to that the parties maintain accurate class specifications job descriptions and job ratings on an ongoing on-going 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 once every five four (4) years. The initial review was March 2005, the 2nd review was March 2009. The next review will be in March 2013. i. 6.2 Job Evaluation Procedures for Changed Jobs Whenever the Director of Human Resources authorizes employer 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 or the incumbent(s)/union feel that the duties and responsibilities of a job have been changed changed, or that the class specification 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 FormForm (Appendix B). 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. b) Upon receipt of a completed Job Evaluation Reconsideration Form, the committee Maintenance Committee shall proceed to gather accurate, up-to-date information on the jobjob in accordance with Articles 5 and 6. The gathering of information may shall involve requesting the incumbent(s) and supervisor to complete an up- up-to-date job analysis questionnairequestionnaire along with revisions to the job description. Where further information is required, interviewing of incumbents, supervisors, the Director of Human Resources interviews shall be held with incumbents and/or supervisors and/or visits to the job siteworkplace. Based on this information, the committee Committee shall update the class specification, job description as necessary; 5. c) Where the class specification job description 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 and/or supervisor of its decisiondecision (Appendix A). The rating of the job shall determine the pay grade for the job. 6.3 Job Evaluation Procedures for New Jobs Whenever the employer establishes a new job, the following procedures shall apply: a) The employer shall prepare a draft job description for the job; 6. If b) The Maintenance Committee shall meet and establish a temporary pay grade for the job, based on the draft job description; c) The job shall be posted and any person appointed to the job is rated at a pay grade higher than shall be paid the existing pay grade, the incumbent's temporary rate of pay in the temporary pay grade. d) Six (6) months after appointment to the job, the incumbent(s) and the supervisor shall complete a Job Analysis Questionnaire. The questionnaire shall be adjusted retroactive submitted along with the draft job description to the date Maintenance Committee. The Maintenance Committee shall finalize the Job Evaluation Reconsideration form was submittedjob description and rate the job according to the procedure set out in Article 5. 7e) If the pay grade increases as a result of the six-month review, such increase shall be paid to each incumbent effective the date of his/her appointment to the job. Whenever In the incumbent(s)/union request a job evaluation review or whenever event that the five year job review determines pay grade of the job is rated at a paygrade lower than decreases as the existing paygrade, result of this six-month re-examination of the incumbent's rate shall be red circled and shall continue at the old rate until surpassed by the new rate for the classification. However, if the Employer downgrades the duties and responsibilities of a classification as per 4.2 E.3.i. above, resulting in the classification being rated at a paygrade lower than the existing paygradejob, the incumbent shall receive 50% full red- circling protection for the duration of all further negotiated wage increases until his or her tenure in the current rate paid the incumbent and the rate established as a result of the job review, meet. Any new incumbent to the job shall receive the rate as established by the evaluation processjob.

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. 6.1 It is important to that the parties maintain accurate class specifications job descriptions and job ratings on an ongoing on-going 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 once every five four (4) years. The initial review was March 2004, the 2nd review was March 2008. The 3rd review was March 2012. The next review will take place in March 2016. The Corporation and the Union agree that the Steering Committee will meet within ninety (90) days from ratification of the Collective Agreement to discuss the roll out of the 2012 project and discuss next steps for future projects. i. 6.2 Job Evaluation Procedures for Changed Jobs Whenever the Director of Human Resources authorizes employer 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 or the incumbent(s)/union feel that the duties and responsibilities of a job have been changed changed, or that the class specification 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 FormForm (Appendix B). 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. b) Upon receipt of a completed Job Evaluation Reconsideration Form, the committee Maintenance Committee shall proceed to gather accurate, up-to-date information on the jobjob in accordance with Articles 5 and 6. The gathering of information may shall involve requesting the incumbent(s) and supervisor to complete an up- up-to-date job analysis questionnairequestionnaire along with revisions to the job description. Where further information is required, interviewing of incumbents, supervisors, the Director of Human Resources interviews shall be held with incumbents and/or supervisors and/or visits to the job siteworkplace. Based on this information, the committee Committee shall update the class specification, job description as necessary; 5. c) Where the class specification job description 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 and/or supervisor of its decisiondecision (Appendix A). The rating of the job shall determine the pay grade for the job. 6.3 Job Evaluation Procedures for New Jobs Whenever the employer establishes a new job, the following procedures shall apply: a) The employer shall prepare a draft job description for the job; 6. If b) The Maintenance Committee shall meet and establish a temporary pay grade for the job, based on the draft job description; c) The job shall be posted and any person appointed to the job is rated at a pay grade higher than shall be paid the existing pay grade, the incumbent's temporary rate of pay in the temporary pay grade. d) Six (6) months after appointment to the job, the incumbent(s) and the supervisor shall complete a Job Analysis Questionnaire. The questionnaire shall be adjusted retroactive submitted along with the draft job description to the date Maintenance Committee. The Maintenance Committee shall finalize the Job Evaluation Reconsideration form was submittedjob description and rate the job according to the procedure set out in Article 5. 7e) If the pay grade increases as a result of the six-month review, such increase shall be paid to each incumbent effective the date of his/her appointment to the job. Whenever In the incumbent(s)/union request a job evaluation review or whenever event that the five year job review determines pay grade of the job is rated at a paygrade lower than decreases as the existing paygrade, result of this six-month re-examination of the incumbent's rate shall be red circled and shall continue at the old rate until surpassed by the new rate for the classification. However, if the Employer downgrades the duties and responsibilities of a classification as per 4.2 E.3.i. above, resulting in the classification being rated at a paygrade lower than the existing paygradejob, the incumbent shall receive 50% full red-circling protection for the duration of all further negotiated wage increases until his or her tenure in the current rate paid the incumbent and the rate established as a result of the job review, meet. Any new incumbent to the job shall receive the rate as established by the evaluation processjob.

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. 6.1 It is important to that the parties maintain accurate class specifications job descriptions and job ratings on an ongoing on-going 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 once every five four (4) years. The initial review was March 2004, the 2nd review was March 2008. The 3rd review was March 2012. The next review will take place in March 2016. The Corporation and the Union agree that the Steering Committee will meet within ninety (90) days from ratification of the Collective Agreement to discuss the roll out of the 2012 project and discuss next steps for future projects. i. 6.2 Job Evaluation Procedures for Changed Jobs Whenever the Director of Human Resources authorizes employer 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 or the incumbent(s)/union feel that the duties and responsibilities of a job have been changed changed, or that the class specification 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 FormForm (Appendix B). 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. b) Upon receipt of a completed Job Evaluation Reconsideration Form, the committee Maintenance Committee shall proceed to gather accurate, up-to-date information on the jobjob in accordance with Articles 5 and 6. The gathering of information may shall involve requesting the incumbent(s) and supervisor to complete an up- up-to-date job analysis questionnairequestionnaire along with revisions to the job description. Where further information is required, interviewing of incumbents, supervisors, the Director of Human Resources interviews shall be held with incumbents and/or supervisors and/or visits to the job siteworkplace. Based on this information, the committee Committee shall update the class specification, job description as necessary; 5. c) Where the class specification job description 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 and/or supervisor of its decisiondecision (Appendix A). The rating of the job shall determine the pay grade for the job. 6.3 Job Evaluation Procedures for New Jobs a) The employer shall prepare a draft job description for the job; 6. If b) The Maintenance Committee shall meet and establish a temporary pay grade for the job, based on the draft job description; c) The job shall be posted and any person appointed to the job is rated at a pay grade higher than shall be paid the existing pay grade, the incumbent's temporary rate of pay in the temporary pay grade. d) Six (6) months after appointment to the job, the incumbent(s) and the supervisor shall complete a Job Analysis Questionnaire. The questionnaire shall be adjusted retroactive submitted along with the draft job description to the date Maintenance Committee. The Maintenance Committee shall finalize the Job Evaluation Reconsideration form was submittedjob description and rate the job according to the procedure set out in Article 5. 7e) If the pay grade increases as a result of the six-month review, such increase shall be paid to each incumbent effective the date of his/her appointment to the job. Whenever In the incumbent(s)/union request a job evaluation review or whenever event that the five year job review determines pay grade of the job is rated at a paygrade lower than decreases as the existing paygrade, result of this six-month re-examination of the incumbent's rate shall be red circled and shall continue at the old rate until surpassed by the new rate for the classification. However, if the Employer downgrades the duties and responsibilities of a classification as per 4.2 E.3.i. above, resulting in the classification being rated at a paygrade lower than the existing paygradejob, the incumbent shall receive 50% full red-circling protection for the duration of all further negotiated wage increases until his or her tenure in the current rate paid the incumbent and the rate established as a result of the job review, meet. Any new incumbent to the job shall receive the rate as established by the evaluation processjob.

MAINTAINING THE JOB EVALUATION PROGRAM. 1. Either the incumbent(s(a) 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 that each party maintain accurate class specifications job descriptions and job ratings on an ongoing on-going basis. Failure to do so will serve to damage the integrity of the program. (b) The initial review shall commence following the finalization of all reconsiderations and problems that may arise with the implementation of this Job Evaluation Program. It Therefore, it is the intention of the parties to periodically review jobs upon request and all jobs once will be reviewed at least every five four (4) years. i. (c) Whenever the Director of Human Resources authorizes Employer changes to the duties and responsibilities of a job or the incumbent(s)/Union feel that the duties and responsibilities of a job have been changed, or that the job description does not reflect the duties and responsibilities of the job, the Director of Human Resources following procedures shall be followed: (i) The incumbent(s)/Union or the Supervisor/Employer may request a job evaluation review by completing and submitting a Job Evaluation Reconsideration formForm (Job Evaluation Appendix B). (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 Committee shall proceed to gather accurate, up-up- to-date information on the job. The gathering of information may shall involve requesting the incumbent(s) and supervisor Supervisor to complete an up- up-to-date job analysis questionnaire. Where further information is required, interviewing of incumbents, supervisors, the Director of Human Resources interviews shall be held with incumbents and/or Supervisors and/or visits to the job site. Based on this information, the committee Committee shall update the class specificationjob description, as necessary;. 5. (iii) Where the class specification job description has been changed, the Committee shall meet to rate each subfactor sub-factor of the job, and to establish a new rating for the job and advise the incumbent(s) and Director of Human Resources and/or Supervisor of its decisiondecision (Job Evaluation Appendix A). The rating of the job shall determine the pay grade for the job;. 6. (iv) If the job is rated at a pay grade higher than the existing pay grade, the incumbent's ’s rate of pay shall be adjusted retroactive to the date the Job Evaluation Reconsideration form Form was submitted. The incumbent(s) shall retain the same place on any increment grid. 7. Whenever the incumbent(s)/union request a job evaluation review or whenever the five year job review determines (v) If the job is rated at a paygrade any grade lower than the existing paygradepay grade, the incumbent's rate all incumbents of such job shall be red circled identified as “Red- Circled” and shall continue at to receive all negotiated increases and shall continue to progress (increment) through the old salary range to the job rate until surpassed by of their previous pay grade. (vi) No incumbent will have their wages reduced following the re-evaluation of their job and the establishment of a new rate wage structure. (vii) All economic adjustments negotiated from time-to-time shall be calculated upon the higher of the revised or previously existing job rate. (d) Whenever the Employer wishes to establish a new job, the following procedures shall apply: (i) The Employer shall prepare a draft job description for the classification. Howeverjob; (ii) The J.J.E.C. shall meet and establish a temporary pay grade for the job, if based on the Employer downgrades the duties draft job description; (iii) The job shall be posed and responsibilities of a classification as per 4.2 E.3.i. above, resulting in the classification being rated at a paygrade lower than the existing paygrade, the incumbent shall receive 50% of all further negotiated wage increases until the current rate paid the incumbent and the rate established as a result of the job review, meet. Any new incumbent any person appointed to the job shall receive be paid the rate as established by temporary pay grade; (iv) After six (6) months from the evaluation process.appointment of an incumbent to the job, the incumbent(s) and the Supervisor shall complete a Job Analysis Questionnaire which shall be submitted, along with an updated job description, to the

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. 6.1 It is important to that the parties maintain accurate class specifications job descriptions and job ratings on an ongoing on-going 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 once every five four (4) years. The initial review was March 2004, the 2nd review was March 2008. The 3rd review was March 2012. The next review will take place in March 2016. The Corporation and the Union agree that the Steering Committee will meet within ninety (90) days from ratification of the Collective Agreement to discuss the roll out of the 2012 project and discuss next steps for future projects. i. 6.2 Job Evaluation Procedures for Changed Jobs Whenever the Director of Human Resources authorizes employer 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 or the incumbent(s)/union feel that the duties and responsibilities of a job have been changed changed, or that the class specification 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 FormForm (Appendix B). 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. b) Upon receipt of a completed Job Evaluation Reconsideration Form, the committee Maintenance Committee shall proceed to gather accurate, up-to-date information on the jobjob in accordance with Articles 5 and 6. The gathering of information may shall involve requesting the incumbent(s) and supervisor to complete an up- toup-to- date job analysis questionnairequestionnaire along with revisions to the job description. Where further information is required, interviewing of incumbents, supervisors, the Director of Human Resources interviews shall be held with incumbents and/or supervisors and/or visits to the job siteworkplace. Based on this information, the committee Committee shall update the class specification, job description as necessary; 5. c) Where the class specification job description 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 and/or supervisor of its decisiondecision (Appendix A). The rating of the job shall determine the pay grade for the job. 6.3 Job Evaluation Procedures for New Jobs Whenever the employer establishes a new job, the following procedures shall apply: a) The employer shall prepare a draft job description for the job; 6. If b) The Maintenance Committee shall meet and establish a temporary pay grade for the job, based on the draft job description; c) The job shall be posted and any person appointed to the job is rated at a pay grade higher than shall be paid the existing pay grade, the incumbent's temporary rate of pay in the temporary pay grade. d) ▇▇▇ (6) months after appointment to the job, the incumbent(s) and the supervisor shall complete a Job Analysis Questionnaire. The questionnaire shall be adjusted retroactive submitted along with the draft job description to the date Maintenance Committee. The Maintenance Committee shall finalize the Job Evaluation Reconsideration form was submittedjob description and rate the job according to the procedure set out in Article 5. 7e) If the pay grade increases as a result of the six-month review, such increase shall be paid to each incumbent effective the date of their appointment to the job. Whenever In the incumbent(s)/union request a job evaluation review or whenever event that the five year job review determines pay grade of the job is rated at a paygrade lower than decreases as the existing paygrade, result of this six-month re-examination of the incumbent's rate shall be red circled and shall continue at the old rate until surpassed by the new rate for the classification. However, if the Employer downgrades the duties and responsibilities of a classification as per 4.2 E.3.i. above, resulting in the classification being rated at a paygrade lower than the existing paygradejob, the incumbent shall receive 50% full red-circling protection for the duration of all further negotiated wage increases until their tenure in the current rate paid the incumbent and the rate established as a result of the job review, meet. Any new incumbent to the job shall receive the rate as established by the evaluation processjob.