Evaluation of Professional Employee Positions
33 Evaluation of Professional Employee Positions (up to and including HEW Level 9)
33.1 This clause applies to Professional Employees at HEW Levels 1 to 9.
33.133.2 Evaluation and classification of positions will be in accordance with the relevant University policy. The University is committed to openness and transparency in the process for evaluation and classification of positions and seeks consistency in classification outcomes across the University. The evaluation and classification process focuses on the work value of the position, not on the personal performance of the incumbent. The work value of the position incorporates the training, experience and skills required to perform the duties and responsibilities required of the position.
33.233.3Within reason, employees may be required to perform tasks which are incidental and peripheral to the employee’s major duties, subject to:
a. the University’s commitment to provide a safe and healthy workplace;
b. the employee having been adequately trained to perform the duties in question;
c. Consultation consultation with the employee;
d. such duties not being designed to promote deskilling; and
e. the employee’s workload.
33.333.4 All employees will have a position description for the role they undertake. Position descriptions will be reviewed, where appropriate, through the annual Annual performance Performance and development Development process or at any other time where ongoing changes to the substantive duties and responsibilities of the role are identified. The position description will be classified in accordance with the Classification Structure and Job Descriptors outlined in Schedule 6 of this Agreement.
33.4 Notwithstanding clause 32.3, persons employed to undertake catering and hospitality work at Customs House and associated locations, will be employed in accordance with the Classification Structure and Job Descriptors
33.5 An employee may request evaluation of a position where they are the incumbent, or a Supervisor may initiate the request with the agreement of the employee. It is important that the employee and Supervisor discuss the requirements of the position and ideally reach agreement on the responsibilities and requirements of the position. An employee may request evaluation without the agreement of their Supervisor, provided only one (1)1 such request is made in any twelve (12)12 month period.
33.6 The Supervisor can provide valuable input into the documentation and provide feedback, support and clarification of the expectations of the position.
33.7 An application for evaluation must be signed (or acknowledged electronically in a format authorised by the University) by the employee and the Supervisor. Where the request has been made at the initiative of the employee, the Supervisor’s signature (or electronic acknowledgement) indicates awareness of the application for reclassification; it does not imply support or non-support for the request. A Supervisor may provide their additional comments on the request if they choose. The process for evaluation of the position is contained in the relevant policy.
33.8 Where a position is reclassified, the increase in salary will normally be backdated to the date the application is formally submitted to the employee’s Supervisor.