Job Evaluation Procedure for New Jobs Sample Clauses

The Job Evaluation Procedure for New Jobs clause establishes a formal process for assessing and assigning appropriate value or grade to newly created positions within an organization. Typically, this involves a review by a designated committee or HR personnel who analyze the duties, responsibilities, and required qualifications of the new job to determine its placement within the existing pay structure. By providing a standardized method for evaluating new roles, this clause ensures fairness, consistency, and transparency in compensation decisions, thereby preventing disputes and maintaining internal equity.
Job Evaluation Procedure for New Jobs. Where the Employer establishes a new job, the following procedure shall apply: (a) The Employer shall draft a description for the job. (b) The Standing Committee shall meet and establish a temporary pay grade for the job from the draft job description. (c) The Union and the Employer each have opportunity to appeal the rating of a new job based on the agreed upon appeal criteria. (d) Six months after appointment to the job, the incumbent and the supervisor shall complete a Job Analysis Questionnaire. The questionnaire shall be submitted along with the draft job description to the Standing Committee. The Standing Committee shall finalize the job description and rate the job according to the JE plan. (e) If the pay grade increases as a result of the 6 month review, such increase shall be retroactive to 3 months from the date of hire of the incumbent; if the pay grade decreases a result of the 6 month review, the incumbent shall receive full red-circling protection for the duration of his or her tenure in the job.
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Job Evaluation Procedure for New Jobs. Where the Employer establishes a new job, the following procedure shall apply: (a) The Employer shall draft a description for the job. (b) The Standing Committee shall meet and establish a temporary pay grade for the job from the draft job description. (c) The Union and the Employer each have opportunity to appeal the rating of a new job based on the agreed upon appeal criteria. (d) ▇▇▇ (6) months after appointment to the job, the incumbent and the supervisor shall complete a Job Analysis Questionnaire. The questionnaire shall be submitted along with the draft job description to the Standing Committee. The Standing Committee shall finalize the job description and rate the job according to the Job Evaluation Plan. (e) If the pay grade increases as a result of the six (6) month review, such increase shall be retroactive to three (3) months from the date of hire of the incumbent; if the pay grade decreases a result of the six (6) month review, the incumbent shall receive full red‐circling protection for the duration of his or her tenure in the job.
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Job Evaluation Procedure for New Jobs. Whenever the employer wishes to establish a new job, the following procedures shall apply: a. The employer shall prepare a draft job description for the job. b. The JJEC shall meet and establish a temporary pay grade for the job, based on the draft job description. c. The job shall be posted, and any person appointed to the job shall be paid the temporary pay grade. d. Twelve (12) months after appointment to the job, the incumbent(s) and the supervisor(s) shall complete a Job Analysis Questionnaire (JAQ). The questionnaire shall be submitted along with the updated job description to the JJEC. The JJEC shall rate the job according to the procedure set out in Article 8. If no job documentation has been submitted by the end of the 18th month following the first incumbent’s start date in the position, the JJESC shall send out a notice to the supervisor(s) and incumbent(s) reminding them to submit updated job documentation in accordance with these Terms of Reference.
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Job Evaluation Procedure for New Jobs. Whenever the Employer wishes to establish a new job, the following procedures shall apply: (a) The Employer shall prepare a draft job description for the job; (b) The J.J.E.C. shall meet and establish a temporary pay grade for the job, based on the draft job description; (c) The job shall be posted and any person appointed to the job shall be paid the temporary pay grade; (d) Six (6) months after appointment to the job, the incumbent(s) and the Supervisor shall complete a Job Analysis Questionnaire. The questionnaire shall be submitted along with the draft job description to the J.J.E.
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Job Evaluation Procedure for New Jobs. Whenever the employer wishes to establish a new job, the following procedures shall apply: a) The employer shall prepare a draft job description for the job; b) The J.J.E.C. shall meet and establish a temporary pay grade for the job, based on the draft job description; c) The job shall be posted and any person appointed to the job shall be paid the temporary pay grade; a) Six (6) months after appointment to the job, the incumbent(s) and the supervisor shall complete a Job Analysis Questionnaire. The questionnaire shall be submitted along with the draft job description to the J.J.E.
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  • TEACHER EVALUATION A. The administration will be evaluating the teacher’s performance within the time of formal responsibility. The evaluation process and form will be shared with the Association Building Representatives at the beginning of each school year. (a) Probationary teachers shall be evaluated at least two (2) times a year. The first evaluation will be completed prior to December 1st and the second prior to April 15th. Each evaluation will be based upon announced, unannounced, informal observations, on the performance of other duties and responsibilities and the goals developed in the Individualized Development Plan (IDP). The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at anytime prior to the development of the written evaluation, but at least one of them must be planned in consultation with the probationary teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations. (b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations. 2. The administrator shall prepare and submit a written evaluation and recommendations to the teacher prior to May 30th of the year they are evaluated. The administrator shall hold a conference with the teacher to discuss the written evaluation and recommendations. 3. Upon receipt of the evaluation the teacher will sign the form indicating his/her receipt of the report. The signature on the form does not constitute his/her approval unless specifically noted. 4. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the request of the teacher. B. A teacher who disagrees with the content or procedure of evaluation may submit a written answer which shall be attached to the file copy of the evaluation in question and/or submit any complaints through Level 4 of the grievance procedure. C. If an administrator believes a teacher is doing unacceptable work, the reasons shall be set forth in specific terms. Included will be examples of specific ways in which the teacher is to improve and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken place. D. Monitoring and observation of the work performance of the teacher shall be conducted openly. The public address or audio system or similar types of communications will not be used for the purpose of evaluation. E. The Board and the Association recognize that the ability of pupils to progress and mature academically is a combined result of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retention. F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the personnel file shall be made available for review of the teacher prior to placement in the file; a copy of any such communication will be provided to the teacher at this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard to materials that were not signed by the teacher. A representative of the Association may accompany the teacher. G. Ordinarily, observations of teachers shall not be for less than a full class period or for the duration of a particular teaching lesson.