- JOB EVALUATION PROCEDURES Sample Clauses
The JOB EVALUATION PROCEDURES clause establishes the process by which an organization assesses and determines the relative value or ranking of different job positions. Typically, this involves setting out the criteria, methods, and steps for evaluating job duties, responsibilities, and required qualifications, often using a formal system such as point-factor analysis or ranking methods. By providing a structured approach to job evaluation, this clause ensures consistency and fairness in compensation decisions, helping to prevent disputes and support equitable pay practices.
- JOB EVALUATION PROCEDURES. 5.1 The Joint Job Evaluation Committee shall review the job description and other job documents provided to them for the job under review, to clarify information required for rating purposes. Such review may include:
a) site inspection by the Committee b) interviewing, by the Committee of incumbents and supervisors
5.2 The Joint Job Evaluation Committee shall then evaluate the job utilizing the Rating Manual. (Schedule 1)
5.3 In making the determinations necessary for the rating of a job from the job's content, certain basic characteristics are considered to be inherent in the performance of all jobs and are not considered in the evaluation of any job in this program. These characteristics are honesty, integrity, normal discretion, reasonable care and attention, ordinary tact and common courtesy.
5.4 In the application of the Rating Manual, the following general rules shall apply:
a) It is the content of the job that is being analyzed, not the individual doing the job.
b) Jobs are to be evaluated without regard to existing job rates.
c) Jobs are to be placed in the appropriate level in each factor by considering the specific requirements of each job, the factor definition, the description of each factor level.
d) Workload is not a consideration when evaluating a job except as provided for in Factor 8/Mental Effort.
e) No interpolation of factor degrees is to be made in the use of this program. (i.e. no insertion of a factor rating that falls between the established degrees of the factor).
f) The job description and rating of each job shall be relative to, consistent with, and conform to the job descriptions and ratings of the benchmark jobs and all other jobs in the bargaining unit.
g) If agreement is so reached, the rating of the job shall be confirmed in writing and signed by the Union's and Employer's representatives on the Joint Committee and shall be recognized by the parties as the official rating for the job.
h) Each appeal shall be submitted in writing on an official appeal form agreed to by the Region and the union and the appeal reply shall be made in writing on an official appeal decision form agreed to by the Region and the Union. The appeal forms shall be available from the Human Resources Department and/or the Union.
i) The parties agree that the above-noted procedure for submitting and dealing with appeals shall be adhered to by both parties, provided that any of the time limits imposed herein may be extended, in writing, by mutual consent.
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- JOB EVALUATION PROCEDURES. The Joint Job Review Committee will initially use the methodology and procedures developed in consultation with ▇▇▇▇ ▇▇▇▇▇▇▇▇▇ to undertake the Pay Equity review process. It is agreed by the parties that a simpler, more effective process be developed for future implementation. However, until a new methodology and process are agreed upon, the modified Peat approach at Appendix B will form the basis of the Joint Job Review Committee process. A binder of the key documents part of this Agreement will be assembled for the use and guidance of the Committee members.
- JOB EVALUATION PROCEDURES. Regional Niagara’s Joint Job Evaluation Committee shall review the job description and other job documents provided to them for the job under review, to clarify information required for rating purposes. Such review may include:
- JOB EVALUATION PROCEDURES. 1.1 The Joint Job Evaluation Committee shall review the job description and may review other job documents provided to the Committee for the job under review. Should the Committee feel it necessary, they may conduct an on-site analysis of the job. Further, the incumbent(s) and supervisor(s) may be interviewed to clarify information required for rating purposes.
1.2 Job qualifications, as determined by Management, shall be placed before the Committee to assist in job classification. It is understood and agreed that the job qualifications are not subject to revision by the Committee and shall be used only for the purpose of assisting the Committee in the evaluation and classification of the position. Neither the relevance nor the appropriateness of the qualifications will be in issue.
1.3 For the purposes of consistency and ease of classification, Management, in setting job qualifications, will attempt to utilize terminology which is consistent with terminology used in the Job Evaluation Plan.
1.4 The Joint Job Evaluation Committee shall then evaluate the job utilizing the Peat Marwick Rating Manual or procedure agreed to by the Committee.
1.5 In making the determinations necessary for the rating of a job from the description of the job's content, certain basic characteristics are considered to be inherent in the performance of all jobs, and are not considered in the evaluation of any job in this programme. These characteristics are honesty, integrity, normal discretion, reasonable care and attention, ordinary tact, and common courtesy.
1.6 In the application of the Rating Manual or procedure, the following general rules shall apply:
(a) It is the content of the job that is being analyzed, not the incumbent(s).
(b) Jobs are to be evaluated without regard to existing Bands.
(c) Jobs are to be placed in the appropriate Factor Degree by considering the specific requirements of each job, the Factor definition, and the description of each Factor Degree.
- JOB EVALUATION PROCEDURES. All Local Union No. #2737-16 bargaining unit work at the Newcomerstown Plant has been described and evaluated by the Job Evaluation Committee in accordance with the provisions of the C.W.S. Job Description and Classification Manual, updated as of January 1st, 1963, as incorporated into the Hell▇▇ ▇▇▇l Division Job Evaluation Manual dated August 17, 1971 hereinafter referred to as the Manual. The Manual shall become effective simultaneously with the New Hourly Wage Payment Plan.
- JOB EVALUATION PROCEDURES. 28.01 The classification of positions covered by this Collective Agreement shall be determined by the method described in the ▇▇▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇ ▇▇▇▇▇ & Whinney Job Evaluation Manual (the “Job Evaluation Manual”). The Job Evaluation Manual shall only be altered with the mutual consent of the Employer and the Union. In the event that during the life of this Agreement a new system is selected and an implementation plan is mutually agreed to, per ▇▇▇ 14, the new system will replace the ▇▇▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇ ▇▇▇▇▇ & Whinney Job Evaluation Manual.
28.02 As of January 1, 2012, evaluated positions are to be grouped in the following levels: LEVEL POINT RANGE 1 Up to 109 2 110 – 129 3 130 – 149 4 150 – 169 5 170 – 189 6 190 – 209 7 210 – 229 8 230 – 249 9 250 – 269 10 270 – 289 11 290 – 309
28.03 The Employer shall prepare and maintain written Job Descriptions of each bargaining unit position. The Union shall be provided with copies of Job Descriptions for all existing positions, along with any new and revised Job Descriptions.
28.04 Employee job appeal process shall be in accordance with Article 29.
28.05 Before any new position is established, or when significant changes are made to existing positions, the Employer will immediately notify the Union, and the Union may request that joint consultation take place as per Article 24. Following this consultation the position may be referred for preliminary evaluation.
28.06 Before any new position in the bargaining unit is bulletined, a preliminary evaluation when required, shall be discussed at a meeting between one (1) Job Evaluation Committee member from each of the parties Employer and the Union appointed for this purpose. The Employer will consider the recommendations of the appointed representatives before deciding the preliminary evaluation. The preliminary evaluation shall be confirmed or amended at the next meeting of the Job Evaluation Committee.
28.07 The Job Evaluation Committee will be comprised of three (3) Employer representatives and three (3) Union representatives.
28.08 The Job Evaluation Committee will hold a Job Evaluation meeting twice each year at regularly scheduled dates in May and October, and/or at an otherwise mutually acceptable time to the Employer and the Union. Additionally, the Employer and the Union committees may meet separately prior to such scheduled Job Evaluation meetings.
28.09 Any new position (“New Position”), appealed position (“Appealed Position”), significantly changed position (“S...
- JOB EVALUATION PROCEDURES. Employee Initiated Union Job Evaluation Within sixty (60) calendar days after receipt of the Job Analysis Form by the Corporation, the Evaluation Committee shall meet to review and/or evaluate the position. Salary increases resulting from the evaluation shall be made effective to the date that the Corporation was in receipt of the Job Analysis Form. If no agreement is reached on the evaluation of the job, the Union may submit a grievance in accordance with Article The job titles of the evaluated job descriptions shall be inserted into the appropriate position classification in Schedule If a job is without an incumbent, and it is not intended that there will be an incumbent in the future, the Corporation shall declare the job description redundant and so notify the Union in writing. The transfer of any of the functions of the redundant job description to another job description shall be dealt with under or ARTICLE PAY PROCEDURES Employees shall be paid Shift premium, overtime, or holiday pay, or any of them, will not be pyramided or duplicated for the same hours under any conditions of this Agree
- JOB EVALUATION PROCEDURES. Corporation Initiated (continued)
- JOB EVALUATION PROCEDURES. 5.1 The Joint Job Evaluation Committee shall review the job description and other job documents provided to them for the job under review, to clarify information required for rating purposes. Such review may include:
(a) Site inspection by the Committee (b) Interviewing, by the Committee, of incumbents and supervisors.
5.2 The Joint Job Evaluation Committee shall then evaluate the job utilizing the Rating Manual (Schedule 1).
5.3 In making the determinations necessary for the rating of a job from the description of the job’s content, certain basic characteristics are considered to be inherent in the
- JOB EVALUATION PROCEDURES. The Joint Job Evaluation Committee shall review thejob descriptionand other job documents provided to them for the job under review, to information required for rating purposes. Such review may include: