MAINTAINING THE JOB DESCRIPTIONS AND RATINGS Clause Samples

The 'Maintaining the Job Descriptions and Ratings' clause requires the employer to keep job descriptions and their associated ratings up to date and accurate. This typically involves regularly reviewing and revising job roles, responsibilities, and the criteria used to evaluate them, ensuring that any changes in duties or organizational structure are reflected in official documentation. By mandating this maintenance, the clause helps prevent misunderstandings about job expectations and ensures fair and consistent evaluation of employees.
MAINTAINING THE JOB DESCRIPTIONS AND RATINGS. 4.1 It is important that the Employer maintain accurate job descriptions and job ratings on an ongoing basis (ideally every four (4) years). Failure to do so will serve to damage the integrity of the Program. It is the intent of the employer to maintain accurate, up-to-date job descriptions.
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MAINTAINING THE JOB DESCRIPTIONS AND RATINGS. 4.1 It is important that the Employer maintain accurate job descriptions and job ratings on an ongoing basis. Failure to do so will serve to damage the integrity of the Program. It is the intent of the employer to maintain accurate, up-to-date job descriptions. 4.2 Provisions for maintaining the job descriptions and job ratings and making the necessary adjustments that occur from time to time, as a result of new or changed duties, are as follows: a) The agreed upon job ratings for the respective job descriptions which are in effect from the effective date the Job Evaluation Program is implemented, and any that may subsequently be agreed upon in accordance with this manual, shall continue in effect unless: (i) The job content is changed by the employer (ii) The job is declared redundant by the employer (iii) The job is changed as a result of a successful appeal. b) Whenever the employer decides to establish a new job, the following procedures shall apply: (i) The Human Resources Department shall prepare a draft job description and establish a temporary wage grade in accordance with the agreed upon Rating Manual, subject to review by the Joint Job Evaluation Committee at their next scheduled meeting or earlier if requested by either party.) (ii) The Human Resources Department shall notify the Union of the job description and the temporary wage grade. (iii) Within six (6) months of the incumbent commencing employment in the new posted job, the Joint Job Evaluation Committee will determine the final rating for the job using the job description and other job documents relating to the duties actually being performed at the time of review. Should it be determined through the Committee's final evaluation that a change should be made in the job's Classification, such a change shall be retroactive to the date that the incumbent commenced employment in the new posted job. 4.3 The job description or notice of vacancy is the sole responsibility of the Human Resources Department. 4.4 Whenever the Region changes the duties of a job, the change in job content requires review by the Joint Job Evaluation Committee to determine an appropriate Classification. The following procedures shall apply: a) The revised job description and any other job document shall be submitted to the Joint Job Evaluation Committee, with a copy to the Employee and the Union. b) The Joint Job Evaluation Committee shall review the changes to the job description and any other job document and, if requ...
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MAINTAINING THE JOB DESCRIPTIONS AND RATINGS. 4.1 It is important that the Corporation maintain accurate job descriptions and job ratings on an ongoing basis. Failure to do so will serve to damage the integrity of the Programme. The Corporation shall maintain accurate job descriptions of all jobs within the Union and as new jobs are created and as responsibilities of existing jobs change, with copies forwarded to the Union. 4.2 Provisions for maintaining the job descriptions and job ratings and making the necessary adjustments that occur from time to time, as a result of a new or changed conditions, are as follows: a) The agreed upon job ratings for the respective job descriptions which are in effect from the effective date the Job Evaluation Programme is implemented, and any that may subsequently be agreed upon in accordance with this manual, shall continue in effect unless: i) The job content is changed by the Corporation ii) The job is deemed redundant by the Corporation
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MAINTAINING THE JOB DESCRIPTIONS AND RATINGS. 4.1 It is important that each party maintain accurate job descriptions and job ratings on an ongoing basis. Failure to do so will serve to damage the integrity of the Programme. 4.2 Provisions for maintaining the job descriptions and job ratings and making the necessary adjustments that occur from time to time, as a result of new, or changed, conditions, are as follows: (a) Requests for review under the job evaluation plan may be initiated by either the incumbent or by management, subject to the provisions of the Pay Equity Act, may only be made upon the following conditions being present: i. A departmental restructuring plan approved by the City Manager, and/or the Council of the City of ▇▇▇▇▇▇▇▇; or, ii. The transfer of duties to or from another level of government; or, iii. Programme, policy or procedural changes directed by Council; or, iv. New, revised or repealed legislation which affects job content; or, v. Additional duties and/or responsibilities as assigned by the employer on a regular and ongoing basis. (b) Whenever the Employer decides to establish a new job, the following procedures shall apply: i. The Department shall prepare a job description, a job questionnaire and forward to the Job Analyst for an interim wage grade. An employee will be assigned in accordance with the Collective Agreement. ii. The Job Analyst shall provide the Union with a copy of the job description and the interim wage grade. iii. A job questionnaire and revised job description shall be prepared by the incumbent and submitted to the Department and Human Resources, within six (6) months of their assignment to the new position. If an updated questionnaire is not received within the specified six (6) month time period, the existing job description and rating shall be confirmed. iv. The Job Analyst(s) will review the questionnaires and will rate the new job.
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MAINTAINING THE JOB DESCRIPTIONS AND RATINGS. 4.1 It is important that each party maintain accurate job descriptions and job ratings on an ongoing basis. Failure to do so will serve to damage the integrity of the Programme.
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MAINTAINING THE JOB DESCRIPTIONS AND RATINGS. It is important that the Corporation maintain accurate job descriptions and job ratings on an ongoing basis. Failure to do so will serve to damage the integrity of the Programme. The Corporation shall maintain accurate job descriptions of all jobs within the Union and as new jobs are created and as responsibilities of existing jobs change, with copies forwarded to the Union. Provisions for maintaining the job descriptions and job ratings and making the necessary adjustments that occur from time to time, as a result of a new or changed conditions, are as follows:
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MAINTAINING THE JOB DESCRIPTIONS AND RATINGS. 4.1 It is important that the Employer maintain accurate job descriptions and job ratings on an ongoing basis. Failure to do so will serve to damage the integrity of the Program. it is the intent of the employer to maintain accurate, up-to-date job descriptions. 4.2 Provisions for maintaining the job descriptions and job ratings and making the necessary adjustments that occur from time to time, as a result of new or changed duties, are as follows: a) The agreed upon job ratings for the respective job descriptions which are in effect from the effective date the Job Evaluation Program is implemented, and any that may subsequently be agreed upon in accordance with this manual, shall continue in effect unless: (i) The job content is changed by the employer (ii) The job is declared redundant by the employer (iii) The job is changed as a result of a successful appeal. b) Whenever the employer decides to establish a new job, the following procedures shall apply:
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MAINTAINING THE JOB DESCRIPTIONS AND RATINGS. 4.1 It is important that the Corporation maintain accurate job descriptions and job ratings on an ongoing basis. Failure to do so will serve to damage the integrity of the Programme. It is the intention of the parties to jointly review all job descriptions over a four-year period. Such review shall commence following the finalization of all appeals and problems that arise with the implementation of this Job Evaluation Programme. 4.2 Provisions for maintaining the job descriptions and job ratings and making the necessary adjustments that occur from time-to-time, as a result of a new, or changed, conditions, are as follows: 4.2.1 The agreed-upon job descriptions and job ratings which are in effect from July 1, 1985, and any that may subsequently be agreed upon in accordance with this manual, shall continue in effect unless: 4.2.1.1 The job content is changed by the Corporation. 4.2.1.2 The job is terminated by the Corporation.
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MAINTAINING THE JOB DESCRIPTIONS AND RATINGS. 4.1 It is important that the Corporation maintain accurate job descriptions and job ratings on an ongoing basis. Failure to do so will serve to damage the integrity of the Programme. It is the intention of the parties to jointly review all job descriptions over a four-year period. Such review shall commence following the finalization of all appeals and problems that arise with the implementation of this Job Evaluation Programme. 4.2 Provisions for maintaining the job descriptions and job ratings and making the necessary adjustments that occur from time-to-time, as a result of a new, or changed, conditions, are as follows: 4.2.1 The agreed-upon job descriptions and job ratings which are in effect from July 1, 1985, and any that may subsequently be agreed upon in accordance with this manual, shall continue in effect unless: 4.2.1.1 The job content is changed by the Corporation. 4.2.1.2 The job is terminated by the Corporation. 4.2.1.3 The job description and/or rating is changed as a result of a successful appeal. 4.2.1.4 The job description and/or rating is changed as a result of a decision of the Referee Panel. 4.2.2 Whenever the Corporation decides to establish a new job, the following procedure shall apply: 4.2.2.1 They shall prepare a job description, which is rated by the Joint Job Evaluation Committee and a Job Rate is established for the new job. 4.2.2.2 An employee(s) shall be appointed or assigned to the new job and a rate applied, in accordance with the Corporation’s hiring procedures and the Collective Agreement. 4.2.3 Whenever the Corporation changes a job, but the change in job content is less than required to move the job to a different Job Rate, they shall prepare a new description and rating for the job and shall submit this information to Local #1540 in accordance with Article 5 of this document. 4.2.4 When an agreed-upon change or accumulation of changes in the content of a job results in a change upwards or downwards in the Job Rate: 4.2.4.1 The existing description and rating of the job shall be replaced by a revised job description and revised job rating, taking into account the changes in job content and the revised job description and job rating shall be deemed to have been established in accordance with Article 5 of this document. It shall be appropriately signed by the representatives on the Joint Job Evaluation Committee. 4.2.4.2 The revised job shall be reassigned to the appropriate Job Rate in accordance with Article 6 of this do...
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