Review of Position Descriptions Clause Samples
The 'Review of Position Descriptions' clause establishes a process for regularly evaluating and updating job roles and responsibilities within an organization. Typically, this involves periodic assessments to ensure that position descriptions accurately reflect current duties, required qualifications, and reporting relationships. By mandating these reviews, the clause helps maintain organizational clarity, ensures alignment with evolving business needs, and reduces misunderstandings about employee roles.
Review of Position Descriptions. At the time the performance evaluation is administered, upon request by the employee, the employee’s position description will be reviewed, and if deemed appropriate by the supervisor, will be revised to assure that expectations, goals, and job duties align with the position description. If the employee’s job duties significantly change prior to the employee’s next performance evaluation, a review of the position description may be requested by the employee or the employee’s supervisor through the Human Resources Office.
Review of Position Descriptions. This position description will be reviewed annually (July each year), during annual appraisals, when the position becomes vacant or as deemed necessary. Code of Conduct Employees are expected to, at all times: • Adhere to the Gateway Health Code of Conduct including the Child Safe Procedures • Maintain a high professional standard and work with integrity • Develop collaborative working relationships • Communicate with respect and tolerance • Maintain a client focus • Adopt a Continuous Improvement approach • Work within legislative and compliance framework.
Review of Position Descriptions. 28 The Union President and Superintendent will meet at least annually to identify any job 29 description needing review and will determine a process for such review. 33 A R T I C L E X I V 34 35 PROFESSIONAL DEVELOPMENT 36 Section 14.1. 37 Employees required by the District to take professional development courses shall receive salary and 38 reimbursement for expenses upon satisfactory completion of those courses in accordance with District 39 Travel Policy.
Review of Position Descriptions. This position description will be reviewed annually (July each year), during annual appraisals, when the position becomes vacant or as deemed necessary. Code of Conduct Employees are expected to, at all times: • Adhere to the Gateway Health Code of Conduct including the Child Safe Procedures • Maintain a high professional standard and work with integrity • Develop collaborative working relationships • Communicate with respect and tolerance • Maintain a client focus • Adopt a Continuous Improvement approach • Work within legislative and compliance framework. • To assess clients’ functional capacity, in their home environment and/or local community and make relevant recommendations for evidence based therapy and provision of appropriate aids and equipment (if applicable). • To be a Speech Pathology voice within the multi-disciplinary, Rural Health Team, liaising with and referring to other team members, in order to provide an optimum level of client independence where appropriate. • Liaise with and refer to other health professionals and agencies as appropriate to ensure coordinated services. • Work across all Speech Pathology services –public and private-, as required, to maximise service access and continuity of care for clients. • To act as Speech Pathology advocate and resource for clients, caregivers, health professionals, and community groups, as required • Positively participate in organisational supervision. • Role model high standards of professional practice and conduct in client service delivery, working in partnership with colleagues and agencies. • Funding and Service Agreement Targets are met to ensure Clients are exited from the program appropriately and timely. • Meet service delivery targets. • Participate in other duties as directed. • Provide evidence-based practice in line with professional and funding requirements • Complete high-quality clinical notes within agreed time frames and in accordance with GH and relevant professional body policies and procedures. • Complete all program specific administrative tasks within the required time frames. • All data is entered onto designated service databases, including excel spreadsheets. • Databases are kept up to date at all times • Timely and accurate commencement and maintenance of client records, financial and statistical data and any other information per organisational policy. • Participation in regular performance reviews and appraisals • Competently use all relevant organisational database...
Review of Position Descriptions. A. All employees shall be provided with an accurate description of their job upon request.
B. UNION REVIEW PROCESS - The classification of positions within the ▇▇▇▇▇ County JFS, the duties assigned to those positions, and the method used for classification are vested with Management. When a new job classification is established or an existing one is substantially changed, the HR Department will submit the description in writing to the Union at least 15 days prior to implementation of those changes and meet with the union to discuss said changes if requested by the Union. If there is no response from the Union within 15 days, the Employer may implement its proposed classification assignment, and the Union may grieve this decision starting at the County Commissioners level as to the reasonableness of the position description. Whenever a new classification/position is created, it shall be posted with the exception of if the classification change is a result of a job audit. Whenever the position held by a bargaining unit employee is reclassified as a result of a job audit, and there is agreement between the Union and Management as to the appropriate classification and pay range, the effective date of the new pay and classification shall be the pay period in which the Director signs the revised position description. Whenever the position held by a bargaining unit employee is reclassified as a result of a grievance decision, the effective date of the new pay and classification shall be the date the grievance was filed.
Review of Position Descriptions. Position Descriptions will be reviewed annually in line with performance appraisals and review process.
Review of Position Descriptions. This position description will be reviewed annually (July each year), during annual appraisals, when the position becomes vacant or as deemed necessary. Code of Conduct Employees are expected to, at all times: • Adhere to the Gateway Health Code of Conduct including the Child Safe Procedures • Maintain a high professional standard and work with integrity • Develop collaborative working relationships • Communicate with respect and tolerance • Maintain a client focus • Adopt a Continuous Improvement approach • Work within legislative and compliance framework. • Direct and control all elements of construction of ▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇▇, ▇▇▇▇▇▇▇▇▇▇. • Work with external contractors to ensure the construction project is completed within timeframe and on budget. • Report to facilities master planning project control group monthly on project progress. • Participation and facilitation of regular performance reviews and appraisals • Competently use all relevant organisational databases – including but not limited to VHIMS, RelainSys, clinical software, financial software • Active participation in Professional Development • Completion of Mandatory training • Management of project budget in conjunction with CFO. • Invoices processed within project timeframes. • Ensure effective control of inherent and residual risk in the areas of your responsibility • Provide leadership by demonstrating commitment to the importance of effective Risk Management • Modelling behaviours and attitudes which support a positive risk culture in your team / program and the organisation • Develop and maintain professional relationships with internal and external stakeholders. • Contribute to productive and positive team meetings. • Positively contribute to the culture and spirit of the FIT team, work environment and to GH. • Your behaviour is congruent with organisational values, behaviours and goals • Contribute to the development of procedures and systems within this program • Positively embrace and adopt change as it occurs. • Willingness to engage in a flexible work model that may require significant out of hours work and travel. • Understanding of the building code of Australia (BCA) • Understanding of the occupational health and safety act 2004. • Contract management knowledge. • Understanding of local Government obligations and requirements. • As outlined in the Code of Conduct ensure all interactions are undertaken in accordance with the behaviours set • Maintain privacy and confidentiality ...
Review of Position Descriptions. The Agency may review the accuracy of a position description at any time. Upon request by the employee, the employee and the supervisor shall review the employee's position description. Employees who believe that they are performing duties outside the scope of their position description, or that their position description is otherwise inaccurate, may submit to their supervisors a written request that their position descriptions be reviewed. The written request should explain why the employee believes the position description is inaccurate or specify the duties the employee is performing that are not reflected in the position description. After reviewing the employee's job duties and position description, the Agency shall issue a written decision within 30 days of the employee's request, stating whether the Agency believes that the position description is accurate. If the Agency determines that the employee's position description is not accurate, it shall revise the position description in accordance with Sections 4 and 5(b) of this Article. An employee may designate the Union as the employee’s representative in a position description review and appeal. If the Agency elects to permanently reassign the employee’s work as a result of a position description review, the Agency shall notify the Union President and bargain to the extent required.
Review of Position Descriptions.
a. The WVNG and the ACTWV will encourage the employee to periodically review the Position Description for the position currently assigned and to report significant changes in responsibilities and duties to the immediate supervisor. Changes to an official Position Description may be initiated by the employee in coordination with the supervisor or by the supervisor. The proposed changes must be forwarded to the HRO for review and approval. The HRO will respond in writing to all requests for local changes to Position Descriptions. Situations which cannot be resolved at the local level will be forwarded to NGB for settlement. The ACTWV will be involved in all levels of the process consistent with Federal statutes.
b. The WVNG agrees to conduct Impact and Implementation (I&I) bargaining when there are changes in the organizational structure which affects the employee work force. Subject bargaining will provide the opportunity to review the revised Position Descriptions.
c. OPM or NGB grading standards, as appropriate, will be provided to the ACTWV upon request.
Review of Position Descriptions. JCC has reviewed all position descriptions to ensure that they accurately reflect the duties performed. JCC shall review all selection criteria on an ongoing basis to ensure that they are job-related and non-discriminatory.