Job Evaluation. The work of the provincial job evaluation steering committee (the JE Committee) will continue during the term of this Framework Agreement. The objectives of the JE Committee are as follows: • Review the results of the phase one and phase two pilots and outcomes of the committee work. Address any anomalies identified with the JE tool, process, or benchmarks. • Rate the provincial benchmarks and create a job hierarchy for the provincial benchmarks. • Gather data from all school districts and match existing job descriptions to the provincial benchmarks. • Identify the job hierarchy for local job descriptions for all school districts. • Compare the local job hierarchy to the benchmark-matched hierarchy. • Develop a methodology to convert points to pay bands - The confirmed method must be supported by current compensation best practices. • Identify training requirements to support implementation of the JE plan and develop training resources as required. Once the objectives outlined above are completed, the JE Committee will mutually determine whether a local, regional or provincial approach to the steps outlined above is appropriate. It is recognized that the work of the committee is technical, complicated, lengthy and onerous. To accomplish the objectives, the parties agree that existing JE funds can be accessed by the JE committee to engage consultant(s) to complete this work. It is further recognized that this process does not impact the established management right of employers to determine local job requirements and job descriptions nor does this process alter any existing collective agreement rights or established practices. When the JE plan is ready to be implemented, and if an amendment to an existing collective agreement is required, the JE Committee will work with the local School District and Local Union to make recommendations for implementation. Any recommendations will also be provided to the Provincial Labour Management Committee (PLMC). As mutually agreed by the provincial parties and the JE Committee, the disbursement of available JE funds shall be retroactive to January 2, 2020. The committee will utilize available funds to provide 50% of the wage differential for the position falling the furthest below the wage rate established by the provincial JE process and will continue this process until all JE fund monies at the time have been disbursed. The committee will follow compensation best practices to avoid problems such as inversion. The commi...
Job Evaluation. 34.01 During the term of this Agreement, if a new or revised Job Evaluation System is implemented by the Employer, the Employer shall before applying the new or revised Job Evaluation System, negotiate with the Union the rates of pay and the rules affecting the pay of employees for the evaluations affected. If the parties fail to reach agreement within sixty (60) days from the date on which the Employer submits the new or revised standard to the Union, the Employer may apply the new rates of pay and the Union may refer the matter to arbitration. The arbitrator's decision will be retroactive to the date of application of the new rates.
Job Evaluation. 14.01 Job Evaluation for bargaining unit jobs shall be jointly developed, maintained and administered by the Employer and YusApuY.
Job Evaluation. A classification system for the Community Social Services Sector has been established pursuant to the following excerpt from the "RECOMMENDATIONS FOR SETTLEMENT BY THE MEDIATOR XXXXXX X. XXXXXX, QC (JUNE 9, 1999)": "The purpose of this section is to set out a process and framework to achieve:
Job Evaluation. (a) The Employer shall not introduce a job evaluation plan, or alter or amend the Joint Job Evaluation Plan, without prior agreement with the Union.
Job Evaluation. A joint job evaluation committee, consisting of labor and management co-leaders and up to two (2) representatives (and up to two (2) alternates) from each party, will review the job descriptions and revisions of all bargaining unit jobs. No committee member may review, evaluate, or deliberate on his/her own job description. The committee’s review shall be made on the basis of internal equity, industry standards, relevant community labor market data, and any pertinent scope of practice regulations (see national agreement on scope of practice). The committee will seek input on job descriptions from bargaining unit members as needed. The committee will be supported by internal and/or external compensation professionals as needed. Please also refer to the national agreement on union representation of new positions. The committee will report to the Union and the Employer within two (2) weeks of reaching their conclusions. The Employer and the Union will make a decision within twenty (20) days of receiving these conclusions. In making decisions the Employer and Union will consider internal equity, industry standards, labor market data and the financial impact on the organization. If both the Union and the Employer agree to a modification in grade for a position, that modification shall be made, and the Union and Employer will discuss the effect of the grade change on the individuals currently in that job classification. Employees whose wages are in excess of those established in the classification system will be red-circled at their present wage rate until such time as the wages for that job classification equal the red-circled employees' rate of pay. Any disputes may be appealed to Step 2 of the grievance process as defined in Article 12. If there is no mutual agreement at Step 2, the parties may go to arbitration or may seek a mutually agreeable expert in the compensation field (with the costs of such expert to be shared by the parties) to review the issue. The decision of the parties, arbitrator, and/or outside expert will be based upon internal equity, labor market data, and industry standards. Notebooks with job descriptions will be placed in the administrative office at each center and made available to bargaining unit employees. The Job Evaluation Committee will complete its 2000 work by 12/15/00 and its 2001 work by 6/30/01. The Union and Employer will make a final decision by 7/31/01. Any portion of the designated equity funds which are not spent as a r...
Job Evaluation. (a) In evaluating the salary classifications for positions covered by Levels 1 to 9 of this Agreement, the University will use:
Job Evaluation. 2.01 THE JOB EVALUATION SYSTEM (Refer to MOU #33 and #48)
Job Evaluation. 12.01 The Employer and Union agree to establish a joint job evaluation committee, comprised of equal members of Union and Employer representatives, for the purpose of evaluating positions covered by this Agreement and maintaining the basis of an equitable wage structure and job ratings to meet changing conditions and work requirements.
Job Evaluation. The Parties agree that the Job Evaluation process will be maintained according to the Terms of Reference for Job Evaluation currently signed which contains a procedure for classifying new positions created by the Employer and reclassifying or reviewing existing positions.
