RECLASSIFICATION PROCESS. 14.4.1 Classifications which are brought forward for review shall be considered by a four member Reclassification Panel which shall include two appointees from SEIU and two management appointees. 14.4.2 The Reclassification Panel shall attempt to reach consensus and apply the criteria set forth above to determine whether or not to recommend that a position(s) be reclassified, effective for the next fiscal year. In evaluating requests for reclassification, the Reclassification Panel shall use the following data, including but not limited to: 14.4.2.1 A comparison of the employee’s actual duties and responsibilities with the duties shown on the employee’s classification specifications. 14.4.2.2 A Comparison of the duties and responsibilities of the classification into which the employee believes he/she should be classified. 14.4.2.3 Oral and/or written information presented by th employee, supervisor or any other person with knowledge relevant to the Panel’s work. 14.4.2.4 An on-the-job desk audit, if determined necessary by the Panel. 14.4.2.5 New and increased duties known of or assigned by the supervisor. Duties assumed by the employee, without such knowledge or assignment shall not be the basis for reclassification. If not known, assigned or approved by the supervisor, such duties and responsibilities will immediately cease. 14.4.3 The Reclassification Panel may include the following in their advisory recommendation: 14.4.3.1 Range placement 14.4.2.2 Changes in job description 14.4.2.3 Job title changes 14.4.2.4 Creation of a new classification or range
Appears in 3 contracts
Sources: Employment Agreement, Employment Agreement, Employment Agreement
RECLASSIFICATION PROCESS. 14.4.1 Classifications which are brought forward for review shall be considered by a four member Reclassification Panel which shall include two appointees from SEIU and two management appointees.
14.4.2 The Reclassification Panel shall attempt to reach consensus and apply the criteria set forth above to determine whether or not to recommend that a position(s) be reclassified, effective for the next fiscal year. In evaluating requests for reclassification, the Reclassification Panel shall use the following data, including but not limited to:
14.4.2.1 A comparison of the employee’s actual duties and responsibilities with the duties shown on the employee’s classification specifications.
14.4.2.2 A Comparison of the duties and responsibilities of the classification into which the employee believes he/she should be classified.
14.4.2.3 Oral and/or written information presented by th the employee, supervisor or any other person with knowledge relevant to the Panel’s work.
14.4.2.4 An on-the-job desk audit, if determined necessary by the Panel.
14.4.2.5 New and increased duties known of or assigned by the supervisor. Duties assumed by the employee, without such knowledge or assignment shall not be the basis for reclassification. If not known, assigned or approved by the supervisor, such duties and responsibilities will immediately cease.
14.4.3 The Reclassification Panel may include the following in their advisory recommendation:
14.4.3.1 Range placement 14.4.2.2 Changes in job description 14.4.2.3 Job title changes 14.4.2.4 Creation of a new classification or range
Appears in 1 contract
Sources: Employer Employee Agreement