Position Description and Classification Clause Samples

Position Description and Classification. Section 1. The Employer agrees that employees will normally be assigned work which is appropriate to their position description taking into account the mission of the Agency. “Other duties as assigned” frequently used in position descriptions will not be construed as meaning that a significant amount of work at a higher or lower grade level will be assigned to an employee unless the supervisor advises the ▇▇▇▇ and requests revision of the position description and appropriate classification action. Section 2. The Employer agrees that position descriptions will be written based upon the duties and responsibilities assigned to positions. Employees will be furnished a copy of their position description initially and as changes are made. Section 3. Each employee shall be afforded the opportunity to discuss with the Employer his position description to determine if the description is accurate. During these discussions, the employee may be accompanied by a Union representative, if requested. Employees will be furnished a copy of any changed position descriptions. Grievances regarding unresolved matters in this context will begin at Step 2 of the negotiated procedures. Section 4. An employee who believes his position description is improperly classified and/or described may discuss the matter with the supervisor. The supervisor with such assistance as required shall explain the basis upon which duties were described and the position classification. Section 5. An employee who believes his position is not properly classified (incorrect title, pay plan, series or grade) may file a classification appeal. Classification decisions are not grievable. Employees desiring to file a position classification appeal should contact the servicing Human Resource Specialist at the ▇▇▇▇ for appeal procedures.

Position Description and Classification. A. A copy of an employee’s position description shall be made available to the employee upon assignment and when there is any change in the job description. In those instances where it is not administratively possible at the time of an assignment or change in job description, the employee shall be able to obtain his/her position description within thirty (30) workdays. B. The classification and review of an employee's position shall be accomplished in accordance with the Comprehensive Merit Personnel Act of 1978, as amended, and regulations issued pursuant thereto. C. Employees desiring to appeal the classification of their positions may obtain the instructions for such action from DCPS' Human Resources Division, as this appeal is not a subject for the grievance and arbitration procedure contained in this Agreement.

Position Description and Classification. Section 1. Employees may request a copy of their position description at any time. Section 2. Each employee may discuss their position description with their immediate supervisor. Grievances regarding the accuracy and adequacy of position descriptions will begin at Step 2 of the negotiated procedure. Section 3. An employee who believes his/her job/position is improperly classified (incorrect title, grade, or series) may file a classification appeal at any time. Classification decisions are not grievable. Employees desiring to file a position classification appeal should contact the Recruitment & Classification Division. If the employee is not satisfied with the classification results of the review, or if the employee prefers to appeal directly to Office of Personnel Management, they may appeal in accordance with 5 CFR Part 511.

Position Description and Classification a. The position description is a written record of the basic duties and responsibilities, physical requirements and supervisory relationship assigned to a position. The position description shall clearly state the work to be performed. The position description does not describe every duty the employee will be expected to perform; it merely describes the major duties and responsibilities. Minor duties may be omitted from the position description or covered by a brief statement showing that minor duties may be performed. b. In an emergency or when extenuating situations require, the Employer may assign employees on a temporary basis to duties and/or jobs not reasonably related to the employee’s position to meet mission requirements. To the extent possible, the Employer will ensure that temporary duties and/or jobs will be assigned on a rotating basis c. The Employer will notify the Union of changes in position descriptions which will result in a personnel action or an impact in working conditions. In these circumstances, the Union will have the opportunity to review the job grading standards. Section 2. It is the obligation of the Employer to periodically review position descriptions to ensure that significant changes in duties and responsibilities are reflected in the position description. Section 3. An employee will be provided a copy of the position description upon reporting for duty in the position, and when changes are made in the position description. A copy of the employee’s position description will be made available during the review of their annual performance evaluation and will be provided upon the Employee requesting a copy. Section 4. An employee or the Union may initiate a request for a position review by bringing to the attention of the immediate supervisor, preferably in writing, significant aspects of duty assignments believed not to be covered by the official position description or significant aspects of the position description not being performed. If the supervisor agrees that material differences exist, the employer shall consult with the union prior to preparing a new position description. If no agreement can be reached, the employee or the Union has a right to file a grievance over the appropriate content of the position description. The actual series or grade level classification of a position is not grievable, and instead, must be pursued through the classification appeal process. a. An employee with an accurate position descripti...

Position Description and Classification. Rural Development New Mexico employees will continue to be covered by RD Instruction 2048-A, “Position Classification.” 29.1 Each employee will be provided with a copy of their Official Position Description which accurately reflects the major duties and responsibilities of that position within fourteen (14) calendar days of assignment to the position. Employees are encouraged to discuss with the Employer (usually the employees’ immediate supervisors) any discrepancies between their position descriptions and their actual duties assigned and submit draft revisions. The Employer will be responsible to make adjustments where appropriate. 29.2 An employee who feels that their position is improperly classified is encouraged to first discuss the matter with the Employer (usually their immediate supervisor). If dissatisfied, the employee will confer with the proper personnel representative in an effort to informally resolve the matter. This effort to informally resolve the matter must include consideration of a desk audit/classification review. If the matter cannot be informally resolved, the employee shall be furnished with information on appeals as located in RD Instruction 2048-A. Employee may request assistance from Union representatives on classification appeals.

Position Description and Classification. 2001 Each Licensed Vocational Nurse's position description shall be reviewed annually for accuracy and completeness at the time the Licensed Vocational Nurse's annual performance objectives are set. If the Employer determines that a position description is inaccurate, the position description will be redescribed and appropriate classification action taken. If a Licensed Vocational Nurse believes the position description is inaccurate, such inaccuracies may be brought to the attention of, and discussed with the immediate supervisor. 2002 When a Licensed Vocational Nurse alleges inequities in the position classification or job rating, the Licensed Vocational Nurse shall have that classification reviewed in accordance with the following procedures: 2003 The Licensed Vocational Nurse will first discuss the alleged inequities in the position description with the immediate supervisor. 2004 If the Licensed Vocational Nurse is dissatisfied with the result of the discussion with the immediate supervisor, the alleged inequity may be taken to the next higher level of supervision. 2005 If not resolved at that level, the Licensed Vocational Nurse has the right to discuss the alleged inequity with the Human Resources Branch Office, who will review the position description, work assignments, and position classification, and will discuss that review with the Licensed Vocational Nurse, and upon request, will explain position classification appeal procedures to the Licensed Vocational Nurse. 2006 The Employer agrees that all Licensed Vocational Nurses are entitled to a copy of the position description andfurtheragrees to provideeverynew Licensed Vocational Nurse in the Bargaining Unit with such a copy upon entry on duty.

Position Description and Classification. Section 1. Employees should be assigned work which is appropriate to their position description, taking into account the mission of the Employer. Normally, employees should be assigned work both appropriate to their job classification and grade level. Such assignments include utilization of proper procedural aspects such as details and temporary promotions. Section 2. Position descriptions will be written based on Section 3. Each employee shall be afforded the opportunity to discuss with the Employer their position description to determine if the description is accurate. Section 4. If an employee believes the classification (pay plan, series or grade) of their position is incorrect, they may discuss the matter with their supervisor. Section 5. Supervisors must review position description accuracy at the beginning of the annual performance cycle. If the position description is not accurate, it should be amended or rewritten to reflect the duties and responsibilities of the Section 6. The Union will be furnished a copy of any bargaining unit employee’s position description upon request to Civilian Personnel.

Position Description and Classification. Section 1. The Employer agrees that employees should be assigned work which is appropriate to their position description, taking into account the mission of the Employer. It is understood that the phrase “other duties as assigned” should be consistent with mission requirements. Normally, employees should be assigned Section 2. The Employer agrees that position descriptions will be written based on the regular duties and responsibilities assigned to positions. Employees will be furnished a copy of their position description initially and as changes are made. Section 3. Each employee shall be afforded the opportunity to discuss with the Employer his position description to determine if the description is accurate. Section 4. If an employee believes the classification (pay plan, series or grade) of his position is incorrect, he may discuss the matter with his supervisor for clarification of the basis upon which the position was evaluated. If the employee is dissatisfied with his classification, he may contact the Civilian Personnel Office to obtain information on how to file a classification appeal. The employee’s right to full information concerning the basis for classification of his job shall not be abridged in any manner by any management official. Section 5. Supervisors must review position description accuracy at the beginning of the annual performance cycle. If the position description is not accurate, it should be amended or rewritten to reflect the duties and responsibilities of the employee’s position and processed through the AF classification process. Section 6. Classification standards are available to employees and the Union by access to the OPM internet website, ▇▇▇.▇▇▇.▇▇▇. Section 7. The Employer agrees that any job that involves a major duty of operating materials handling equipment or vehicles for the purpose of transporting passengers and/or material, such duty will be stated in the employee’s official position description. Section 8. The Employer agrees to furnish the Union a copy of any unit employee’s position description upon request.

Position Description and Classification. The notice to the Union will provide the proposed effective date of the reorganization, projected adverse impacts on employees, and the projected implementation actions and timetable. For major reorganizations with extensive impact, reasonable extension of time limits will be granted. Management will submit such necessary further background or other information as the Union may request concerning the reorganization plan in accordance with 5 U.S.C. § 7114 (b)(4).