Creation of a New Position. The creation of a new classified position automatically triggers an off-schedule review by the CRC so the position can be given the appropriate classification, assigned a group number in the annual review, and to ensure internal equity among existing positions. Following is the typical process that is initiated once a new position is authorized: 1. Manager of the new position drafts a job description. 2. Human Resources reviews the job description. 3. The CRC measures and assigns a classification to the new position. 4. SEIU reviews the job description. 5. District Compliance Office reviews the job description. 6. The Manager, Component Administrator, and possibly the Superintendent/ President review the job description. 7. The proposed job description goes to the Board for final approval.
Appears in 3 contracts
Sources: Collective Bargaining Agreement, Classification/Reclassification Agreement, Classification Review Agreement
Creation of a New Position. The creation of a new classified position automatically triggers an off-off- schedule review by the CRC so the position can be given the appropriate classification, assigned a group number in the annual review, and to ensure internal equity among existing positions. Following is the typical process that is initiated once a new position is authorized:
1. Manager of the new position drafts a job description.
2. Human Resources reviews the job description.
3. The CRC measures and assigns a classification to the new position.
4. SEIU reviews the job description.
5. District Compliance Office reviews the job description.
6. The Manager, Component Administrator, and possibly the Superintendent/ President review the job description.
7. The proposed job description goes to the Board for final approval.
Appears in 3 contracts
Sources: Collective Bargaining Agreement, Classification Review Agreement, Classification/Reclassification Agreement