Common use of Position Classification Clause in Contracts

Position Classification. Section 1. It is agreed that the Position Classification Program shall be conducted within the guidelines issued and authority delegated by the Office of Personnel Management. The Employer agrees to maintain current and accurate position descriptions for all positions in the unit, in accordance with existing instructions. Normally, duties which require five (5) percent or more of an employee's official time will be incorporated in the employee's official position description. In the event of reorganizations, transfer and all related type actions where employees change positions, the Employer agrees to take prompt action to ensure timely classification of positions. The employee will be informed, upon request, of the status of his/her position. Section 2. The Employer agrees that each employee will have access to a copy of his/her official position description and any amendment(s) thereto. If changes are made to the official position description, the supervisor will discuss the changes with the affected employee. To the extent that nothing shall interfere with the Employer's right to assign work, such discussion will normally occur prior to making the changes. The Employer agrees to provide the Union a written advanced copy of any and all new position descriptions, and proposed changes or amendments (other than de minimus changes) to existing position descriptions, and the Union will be afforded the opportunity to bargain upon request prior to the Employer sending the Section 3. An employee may, at any time, submit a recommended change in his/her position description. The Employer agrees to meet promptly with the employee, and, with the consent of the employee, a representative of the Union, to consult and to consider all pertinent facts relating to the request. The Employer shall, as soon as practicable thereafter, notify the employee of its decision. If the decision is unsatisfactory to the employee, and the employee believes that he/she is being misassigned, the matter may be referred to the grievance and arbitration procedure as herein provided so long as it is not an issue appealable under Section 4 of this Article. Section 4. If an employee believes that the classification (title, series or grade) of his/her position is in error, upon request the employee will be furnished information on appeal rights and the procedures for filing an appeal. The employee may appeal through a representative designated in writing. Section 5. It is recognized that Bargaining Unit Employee’s (BUE) may be authorized to act on behalf of the supervisor’s during periods of absences. In most instances, absences are for limited periods of time. PD’s do not need to contain reference to the performance of temporary fill-in supervisory duties. While filling in/”acting” as a supervisor, BUE’s will not recommend promotion, participate in appraisals or disciplinary actions and will not have signatory authority for personnel actions and will not act to otherwise adversely affect any other BUE. When authorized to “act” in excess of two weeks, the Employer agrees to abide by Article 24, Details.

Position Classification. Section 1A. The Agency has determined that the position description will accurately reflect the duties, responsibilities, and supervisory controls pertaining to the employee filling that position. B. The Agency has determined to prepare new position descriptions within sixty (60) calendar days but no longer than ninety (90) calendar days of assigning employees to do the work of the position in those instances where no classified position description exists which accurately describes the duties to be performed. C. In the case of new or revised position descriptions, copies shall be provided to NFFE Local 2 within thirty (30) calendar days of the modification being made, and no later than the date it is provided to the employee. Where modifications in position descriptions result in a change in conditions of employment, the Agency will provide NFFE with appropriate notice. A. It is agreed that employees whose duties and responsibilities deviate substantially from those reflected in the Position Classification Program shall be conducted within the guidelines issued and authority delegated position description may seek resolution by requesting a review of a position description reflecting these duties or make a request for a desk audit as provided by the Office of Personnel ManagementManagement and Department policies. ▇. The Employer agrees to maintain current and accurate position descriptions for all positions in ▇▇▇▇ audits will be performed upon written request of either an employee or the unit, in accordance with existing instructionsemployee's supervisor. Normally, duties which require five (5) percent or more when requesting a desk audit, an employee is required to submit a rationale in support of an employee's official time will be incorporated in the employee's official position description. In the event of reorganizations, transfer and all related type actions where employees change positions, the Employer agrees to take prompt action to ensure timely classification of positions. The employee will be informed, upon request, of the status of hisher/her position. Section 2. The Employer agrees that each employee will have access to a copy of his/her official position description and any amendment(s) thereto. If changes are made his request to the official position descriptionimmediate Supervisor, if the supervisor will discuss Supervisor is unavailable then the changes with employee may elevate to the affected employeenext level Supervisor. Supervisory approval and a revised description of duties and responsibilities should also accompany the request. To the extent that nothing shall interfere with the Employersupervisor does not approve the employee's request within thirty (30) days, the employee may forward their request directly to the MBDA servicing Classification Human Resources Office. To the maximum extent possible, desk audits will be conducted in a timely manner, generally no more than ninety (90) days from submission of the request to Human Resources and or the governing party responsible for performing the desk audit. C. In a classification appeal resulting from a desk audit within the Agency: 1. The employee has the right to assign work, such discussion will normally occur prior to making the changesUnion representation; 2. The Employer agrees to provide the Agency will be notified in advance of Union representative attendance at a written advanced meeting under this section. 3. A copy of any and all new position descriptions, and proposed changes or amendments (other than de minimus changes) to existing position descriptions, and the Union written evaluation resulting from the desk audit will be afforded the opportunity to bargain upon request prior provided to the Employer sending theemployee. Section 34. An The employee may, at any time, submit a recommended change in has the right to make written comments on his/her position description. The Employer agrees to meet promptly with the employee, and, with the consent desk audit as part of the employee, a representative of the Union, to consult and to consider all pertinent facts relating to the request. The Employer shall, as soon as practicable thereafter, notify the employee of its decision. If the decision is unsatisfactory to the employee, and the employee believes that he/she is being misassigned, the matter may be referred to the grievance and arbitration procedure as herein provided so long as it is not an issue appealable under Section 4 of this Articleappeal. Section 4. If an employee believes that the classification (title, series or grade) of his/her position is in error, upon request the employee will be furnished information on appeal rights and the procedures for filing an appeal. The employee may appeal through a representative designated in writing. Section 5. It is recognized that Bargaining Unit Employee’s (BUE) may be authorized to act on behalf of the supervisor’s during periods of absences. In most instances, absences are for limited periods of time. PD’s do not need to contain reference to the performance of temporary fill-in supervisory duties. While filling in/”acting” as a supervisor, BUE’s will not recommend promotion, participate in appraisals or disciplinary actions and will not have signatory authority for personnel actions and will not act to otherwise adversely affect any other BUE. When authorized to “act” in excess of two weeks, the Employer agrees to abide by Article 24, Details.

Position Classification. Section 1A. Each employee in the unit normally will be provided with a description of his/her duties and responsibilities in the form of a current official position description (or comparable description of responsibilities) within thirty (30) days of entrance on duty. Position descriptions normally will contain only a listing of duties necessary to determine proper classification of work. The position description may also be used to identify training, qualifications, and performance requirements of the position. Employees are encouraged to discuss the contents of the official position description with their supervisor. When significant changes in the duties and responsibilities warrant, the position description may be amended or rewritten to provide a current description of the work performed. B. Supervisors may revise position descriptions to ensure that they accurately reflect current duties of the position. Determination of the content of position descriptions remains in the discretion of the Employer. C. The Employer retains the right to determine technology, including the use of automated classification systems. If a change in automated classification systems, however, affects working conditions, the Employer will notify AFGE prior to effecting the change and bargain, as requested, in accordance with this Agreement, law, rule and regulation. SECTION 2 An employee who believes that his or her position description is inaccurate or incomplete or that the official title, series, or grade of the position is incorrect should discuss this concern with their immediate supervisor. If, after the discussion, the employee desires that his or her title, series, or grade be reconsidered, he or she may take the following action: A. Request reconsideration of the title, series, or grade, by submitting a written reconsideration request to the appropriate operating human resources office, with a copy to his or her supervisor. If the employee is not satisfied with this reconsideration, he or she may appeal according to Paragraph B or C below; B. Formally appeal the title, series, or grade to the Office of Human Resources or its successor. The appeal should discuss the specific aspects of the position that the employee thinks were either misunderstood or not considered adequately. It should also include copies of the current classified Position Description, the Evaluation Report, and a current staffing chart. The Position Description submitted should be the one on which the evaluation is agreed that based. A classification decision from the Position Classification Program shall be conducted Services Staff will constitute the final classification decision within the guidelines issued Department of Health and authority delegated by Human Services. If the employee does not agree with this decision, he or she may appeal directly to the Office of Personnel ManagementManagement (OPM) as described in Paragraph C below; C. Appeal the title, series, or grade directly to OPM following the procedures in 5 CFR 511. If the employee is not satisfied with OPM’s decision, he or she has no subsequent appeal rights within the Federal Government. The OPM classification decision constitutes the final decision within the Federal Government and is binding on the Agency regardless of the favorableness of the determination. SECTION 3 When the Department or OPM affords the Employer the opportunity to review and comment on proposed position classification standards, the Union will be provided a copy and given the opportunity to comment. The Union’s comments will be identified separately and forwarded with those of the Employer. If the Union’s comments are not received in the time frames identified by the Employer, its comments will be forwarded separately. SECTION 4 The Employer agrees to maintain current and accurate provide to AFGE copies of newly created position descriptions for all positions in the unit, in accordance with existing instructions. Normally, duties which require five (5) percent or more of an employee's official time will be incorporated in where changes are effected that significantly alter the employee's official position description. In the event of reorganizations, transfer and all related type actions where employees change positions, the Employer agrees to take prompt action to ensure timely classification of positions. The employee will be informed, upon request, of the status of his/her position. Section 2. The Employer agrees that each employee will have access to a copy of his/her official position description and any amendment(s) thereto. If changes are made to the official position description, the supervisor will discuss the changes with the affected employee. To the extent that nothing shall interfere with the Employer's right to assign work, such discussion will normally occur prior to making the changes’s current duties. The Employer agrees to provide these copies within 30 days of the final classification of the position description(s). The Union may submit comments/recommendations on the position descriptions within fourteen (14) calendar days after receipt. The Employer will consider the Union’s comments/recommendations and, upon request, provide the results of the review. Nothing in this Article shall affect the Employer’s right to assign work and set deadlines for the accomplishment of work. SECTION 5 The phrase “duties as assigned” in position descriptions is meant to include tasks of an incidental or infrequent nature which are impractical to include in the narrative portion of the position description. SECTION 6 Within 15 work days of receiving a request for an internal HHS position review (desk audit), the servicing Office of Human Resources (OHR) will begin the review process. Within 90 days of receipt of the request, the HRC will complete the review process (including the issuance of a written advanced copy evaluation statement). During any desk audit, the employee shall have the right to be accompanied by a Union representative as a silent observer. Any written evaluation statement prepared by the Employer as a result of any and all new position descriptions, and proposed changes or amendments (other than de minimus changes) a desk audit shall be furnished to existing position descriptions, and the Union will be afforded the opportunity to bargain upon request employee prior to the Employer sending the Section 3adjudication of the classification appeal. An The employee shall have the right to make written comments within five (5) work days after receipt of the evaluation statement, which shall be attached and forwarded with the written evaluation statement. The Employer’s determination may, at any timedepending upon the issue, submit a recommended change be subject to an optional appeal process provided by OPM and outlined in his/her position description. Section 2 above. SECTION 7 The Employer, upon request, agrees to provide the Union access to and copies of written classification standards and qualification standards which the Employer maintains, if they are not otherwise available on the OPM website or other publicly accessible websites that display Federal personnel material. SECTION 8 The Employer agrees to meet promptly with inform the employee, and, with Union within fourteen (14) calendar days when significant changes will be made in the consent duties and responsibilities of the employee, a representative of the Union, positions held by employees due to consult and to consider all pertinent facts relating to the request. The Employer shall, as soon as practicable thereafter, notify the employee of its decision. If the decision is unsatisfactory to the employee, and the employee believes that he/she is being misassigned, the matter may be referred to the grievance and arbitration procedure as herein provided so long as it is not an issue appealable under Section 4 of this Article. Section 4. If an employee believes that the reorganization or when changes in position classification (standards result in changes in title, series or grade) of his/her position is in error, upon request the employee will be furnished information on appeal rights and the procedures for filing an appeal. The employee may appeal through a representative designated in writing. Section 5. It is recognized that Bargaining Unit Employee’s (BUE) may be authorized to act on behalf of the supervisor’s during periods of absences. In most instances, absences are for limited periods of time. PD’s do not need to contain reference to the performance of temporary fill-in supervisory duties. While filling in/”acting” as a supervisor, BUE’s will not recommend promotion, participate in appraisals or disciplinary actions and will not have signatory authority for personnel actions and will not act to otherwise adversely affect any other BUE. When authorized to “act” in excess of two weeks, the Employer agrees to abide by Article 24, Details.

Position Classification. Section 1. It is agreed that All appeals of classification actions by employees in the Position Classification Program bargaining unit shall be conducted within the guidelines issued governed by LCR 2016-2 and authority delegated by the Office of Personnel Management5 U.S.C. Chapter 51. The Employer agrees to maintain current and accurate position descriptions for all positions in the unit, in accordance with existing instructions. Normally, duties which require five (5) percent or more of an employee's official time will be incorporated in the employee's official position description. In the event of reorganizations, transfer and all related type actions where employees change positionsWhere this Article modifies LCR 2016-2, the Employer agrees to take prompt action to ensure timely classification of positions. The employee modifications will be informed, upon request, of the status of his/her positionhave precedence. Section 2. The Employer agrees that each employee Position descriptions will have access to be prepared by the Library and will contain the principal duties, responsibilities, and supervisory relationships for the purpose of classification. Each unit member will be provided with a copy current and accurate description of his/his or her official duties and responsibilities in the form of a position description and any amendment(s) theretoon the day the employee assumes his or her new duties. If changes are made to the official position descriptionWhere there is an incumbent, the supervisor will discuss the changes with the affected employee. To the extent that nothing shall interfere with the Employer's right to assign work, such discussion will normally occur prior to making the changes. The Employer agrees to provide the Union a written advanced copy of any and all new position descriptions, and proposed changes or amendments (other than de minimus changes) to existing position descriptions, and the Union employee will be afforded the opportunity right to bargain review and request revision of his or her supplied job description. When appropriate, the position description will identify any special qualifications or requirements of the position. When the Library or CRS determines that significant changes in the duties and responsibilities of a position so warrant, the position description will be amended or rewritten to bring it to a current status no later than sixty (60) days after the determination has been made. The Association shall have the right to recommend changes in position descriptions. Position descriptions shall be available for examination and copying by the Association upon request prior to the Employer sending therequest. Section 3. An Should any employee may, at any time, submit a recommended change find inaccuracies in his/his or her position description. The Employer agrees to meet promptly , or be dissatisfied with the employeeclassification, and, the employee may discuss this concern with the consent of the employeesupervisor. If this is not satisfactory, a representative of the Union, to consult and to consider all pertinent facts relating to the request. The Employer shall, as soon as practicable thereafter, notify the employee of its decisionmay also discuss the matter with a Human Resources Specialist. If the decision is unsatisfactory to the employeeFollowing this discussion, and if the employee believes that he/she is being misassigned, the matter may be referred to the grievance and arbitration procedure as herein provided so long as it is not an issue appealable under Section 4 of this Article. Section 4. If an employee believes that remains dissatisfied with the classification (titleof his or her position, series or grade) of his/her position is in error, upon request the employee will be furnished information on given a copy of Section 4 A.(2) of LCR 2016-2 and advised of his or her classification appeal rights rights. A. The Parties recognize that the principle of equal pay for substantially equal work, as set forth in 5 U.S.C. 5101, will be applied to all position classifications. When, during an individual classification study or maintenance review initiated by the employee or the Library, it is found that an employee's position has been delegated higher level duties and responsibilities, action will be taken in accordance with appropriate classification standards to either restructure the procedures for filing an appealjob or grade the employee's position at the higher level. The reclassification of a unit position will be effective at the beginning of the first full pay period following final action by the Library, in accordance with LCR 2016-2. B. Where a position requires a periodic or regular rotation of an employee from one set of duties to another set of duties, such requirements shall be set forth in the position description. C. Should the Library consider downgrading an occupied position, the Library may appeal through either transfer the employee to a representative designated vacant position for which he or she is qualified or advise the employee of his or her bumping rights outlined in writingthe Reduction-in-Force Article of this Agreement. ▇. ▇▇▇▇▇▇▇ such as “other related duties” or “other duties as assigned” in position descriptions normally mean assignments that are reasonably related to the responsibilities, duties, and qualifications in an employee’s position description. However, as indicated in Article III above, the Library reserves the right provided in 5 USC 7106(a)(2)(B) to assign work to employees in particular situations as the Library determines is necessary to accomplish its mission. Section 5. It is recognized that Bargaining Unit Employee’s When the Library intends to begin a classification survey of a CRS organizational unit, the Library agrees to notify the Association in writing at least two (BUE2) may be authorized to act on behalf weeks before the survey begins. After each survey the Human Resources Operations Office shall notify the Association of the supervisor’s during periods results within three weeks of absencesofficial certification. Section 6. In most instances, absences Employees who have served 52 consecutive weeks in a position at a higher grade who are for limited periods placed in a lower-grade position as the result of time. PD’s do not need a reclassification shall be entitled to contain reference to retain their grade and pay in accordance with the performance provisions of temporary fill-in supervisory duties. While filling in/”acting” as a supervisor, BUE’s will not recommend promotion, participate in appraisals or disciplinary actions 5 U.S. Code Sections 5362 and will not have signatory authority for personnel actions and will not act to otherwise adversely affect any other BUE. When authorized to “act” in excess of two weeks, the Employer agrees to abide by Article 24, Details5363.