New Roles Clause Samples
The "New Roles" clause defines the process and conditions under which new positions or responsibilities may be created within the scope of an agreement. Typically, this clause outlines who has the authority to establish new roles, how such roles are approved, and any requirements for notifying or consulting relevant parties. For example, it may specify that the employer can introduce new job titles or functions as business needs evolve, provided certain procedures are followed. The core purpose of this clause is to provide flexibility for organizational changes while ensuring transparency and proper governance in the creation of new roles.
New Roles. When a new role is established or the duties or requirements of an existing role are significantly changed, Servomation and the Union will meet to discuss and agree on the salary, category, and role. If agreement cannot be reached, the matter may be referred to arbitration as provided in this agreement.
New Roles. The PSA shall be consulted regarding the allocation/designation of salary level for new roles that fall within the coverage of this agreement. For clarity new role means a substantially different role to any existing role already employed with a DHB. Dated this day of 2019 Signed:
New Roles. Existing roles have been mapped to a National Role Profile as part of the Pay Equity Settlement 2021.
11.5.8.1 When a new role in the service has been created, and there is no post holder in the post, this role needs to be mapped to a National Role Profile. New roles must be mapped prior to the recruitment process starting.
11.5.8.2 For new roles, the following practice should be followed: Note: It is important to remember that the process is about a role, not a person.
New Roles. Existing roles have been mapped to a National Role Profile as part of the Pay Equity Settlement 2021.
11.5.8.1 When a new role in the service has been created, and there is no post holder in the post, this role needs to be mapped to a National Role Profile. New roles must be mapped prior to the recruitment process starting.
11.5.8.2 For new roles, the following practice should be followed: • The likely job demands of a new post should be agreed upon and documented in the form of a role specification and organisation chart. • This exercise should be carried out in partnership with the local engagement forum, which will be advised by appropriate management and union representatives from the relevant sphere of the work. • After recruitment, the employer should allow a reasonable period of time for the job to ‘bed down’, and this may vary according to the nature of the job. For example, some posts may need a period of a few months, while others may be subject to seasonal variations requiring a full year to determine the full job demands. • Once the full demands of the post are clear, the role mapping can be reviewed. The standard procedure for mapping should be followed. This includes checking that the outcome is consistent with other similar jobs. • The application of the reassessed mapping outcome would normally be backdated to the start date of the new job.
New Roles. When a new role is established or the duties or requirements of an existing role are significantly changed, Vancity shall set an interim salary and category for such role and notify the Union. The Union, at its discretion, may negotiate the salary and category and, if agreement cannot be reached, the matter may be referred to arbitration as provided in this agreement.