• 未分類

Job Evaluation Agreement

Staff members must directly object to the evaluation of positions with their Deputy Chief. At the same time as the complaint is filed, the worker may submit all written documents attesting that the employee: if the employer implements a new or revised job evaluation system during the term of this Agreement, the employer must, before the application of the new or revised job evaluation system, apply with the union the rates of pay and the rules of compensation of employees for the evaluations concerned. that is what we did. If the parties fail to reach an agreement within sixty (sixty) days from the date of filing by the employer of the new or revised standard with the Union, the employer may apply the new rates of pay and the Union may refer the matter to arbitration. The arbitrator`s decision is retroactive to the date of application of the new sentences. Article 17 – Re-evaluation and reclassification of employment A system of evaluation of “point factor” positions is used by the SFU to determine the relative value of headings in the CUPE tariff unit, Local 3338. The order evaluation system is called Weighted Job Questionnaire Custom (WJQ Custom). The job evaluation system consists of two directly related elements, a job description and a job questionnaire. Both components collect information on the responsibilities, efforts, working conditions as well as the skills and knowledge characteristics of the positions. Responses to the job description and job questionnaire are verified and validated through job analysis and computer verification routines. Each salary level on the CUPE salary scale has a certain number of points.

The salary grades of the positions are calculated by cross-referencing the total value of the points calculated by the system on the salary brackets on the CUPE salary scale. There are many factors that are taken into account in the evaluation of a job. Some of the most common include: a formal classification title and a salary level are assigned. has performed substantially new or modified duties from a senior position, and an organization is assessed when it is created. It will be reassessed if there are significant changes in responsibilities, efforts, working conditions and skill and knowledge requirements. To ensure that tasks that fulfil the same responsibilities or similar characteristics are fairly compensated. The process begins with a job description check and may involve a number of steps, for example.B. a job interview (supervisor / collaborator / group / content expert), an organizational review (department / university), an on-site follow-up and a written report. . . .