- 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.
Appears in 1 contract
Sources: Collective Agreement
- 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 them 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 Such review may include : site inspection by the Committee interviewing, by the Committee, of incumbents 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 supervisors 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 (Schedule In making the determinations necessary for the rating of a job from the description of the job's ’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, (Schedule the following general rules shall apply:
(a) : It is the content of the job that is being analyzed, not the incumbent(s).
(b) incumbent Jobs are to be evaluated without regard to existing Bands.
(c) Classifications. 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. Workload is not a consideration when evaluating a job. No interpolation of Factor Degrees is to be made in the use of this programme (i.e. no insertion of a Factor rating that falls between the established Factor Degrees). 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 included in the job evaluation programme. Should the Joint Job Evaluation Committee not be able to make a decision on the matter(s) before it, the matter(s) shall be referred to the Job Evaluation Referee, as provided for in Article The Chairperson of the Joint Job Evaluation Committee shall communicate all rating and/or other decisions made by the Committee to the incumbent(s), the appropriate Department Head, the Personnel Department, and the Union within ten working days of the Committee’s decision.
Appears in 1 contract
Sources: Collective Agreement