SECTION A: General Provisions

The SPS will develop classification specifications.

SECTION B: Job Descriptions

1. A current and complete file of all bargaining unit job descriptions of the SPS shall be available to all employees and the SEA for their review during the workday at the Classification and Compensation Office. In addition, the SPS will supply the SEA with a current and complete set of job descriptions for the SAEOP and Paraprofessional units.

2. When a job description for a bargaining unit position has been created or revised, a copy will be provided to the SEA.

SECTION C: Job Measurement System

1. The SPS will use the Job Measurement System and point factor table developed by the Joint Classification Committee and set out in Appendix D of this Agreement. The SPS shall use the negotiated pay grades and salary schedules set out in Appendices A-1 through A-3 of this Agreement.

2. The SPS and the SEA shall have a Joint Classification Oversight Committee consisting of 14 members: six (6) SPS, six (6) SEA, and two (2) mutually agreed upon neutral members. The SPS members shall be appointed by the Superintendent. The SEA members shall be appointed by the SEA President. The SPS and the SEA shall negotiate the appointment and any compensation of the two (2) neutral members. The Committee shall meet quarterly, or as needed.

3. The role of the Joint Classification Oversight Committee is to monitor the application of the Job Measurement System and process. The parties agree that it is desirable to maintain the Job Measurement System using periodic audits; therefore, the Joint Classification Oversight Committee will also monitor System maintenance.

4. A subcommittee of the Joint Classification Oversight Committee shall comprise the Appeals Panel for classification appeals. The Appeals Panel shall consist of one (1) SPS, one (1) SEA, and one (1) neutral member. The Appeals Panel will meet as needed.

5. Official records of classification results shall be maintained by Classification & Compensation. Any supervisor interested in reviewing the results of his/her employee's job classification/evaluation should contact Classification & Compensation. Likewise, any employee or an authorized SEA representative who wishes to review the classification/evaluation results of his/her current position should contact Classification & Compensation.

SECTION D: New Positions

1. The supervisor/manager for the position shall provide Classification & Compensation with a draft job description for the new position. The job description will be reviewed and evaluated by a job analyst. The analyst will share the results with the supervisor/manager. Classification & Compensation shall ensure that the job evaluation results for the new position are added to the
SPS job description file and that a pay range is established for the position using the Job Measurement System and the negotiated salary schedules in Appendices A-1 through A-3.

2. Classification & Compensation shall notify the SEA and the supervisor/ manager(s) involved of the final job evaluation results and pay range for the new position.

3. The SPS will notify the SEA of any new positions added at or below Management Schedule Grade Level 21.

SECTION E: Reclassification

1. The SPS has a continuous process of review and re-evaluation of job descriptions and classifications. Changes in classification of regular positions as determined by job analysis and evaluation may occur for reasons such as, but not limited to: changes in position duties and responsibilities as determined by the SPS; or inappropriate classification of an existing position.

2. The SPS, the SEA on behalf of a group of employees (two (2) or more), an employee and/or a supervisor may initiate a request for reclassification; however, if the position in question has been reviewed by an analyst, and further, the position has been appealed through Step 2 of the Classification Appeals Process, pursuant to the appeals procedure explained below, the position will not be reviewed again until one (1) calendar year after the initial request. The position can be reviewed sooner if there is mutual agreement between the analyst and the employee(s) and/or supervisor as to changes in duties and responsibilities of the position.

3. An employee, the SEA on behalf of a group of employees (two (2) or more), or the affected supervisor/department manager may initiate a request for reclassification. A reclassification request will only be processed if the supervisor or department manager involved has been notified verbally or in writing. All reclassification requests will be directed to the Office of Classification and Compensation. Reclassification requests must be in writing and must be accompanied by a completed job content questionnaire.

4. A job analyst shall hold an explanatory conference with the person initiating the reclassification request within twenty-five (25) workdays of receiving the request. The employee(s) may be accompanied by his/her supervisor and/or an SEA representative.

5. The job analyst will review any additional information, conduct the necessary research, and communicate his/her decision in writing to the employee(s), the supervisor involved, and the SEA within twenty-five (25) workdays from the date of the explanatory conference. The written decision will be officially distributed in order to document the decision date for the affected employee(s), supervisor(s), and the SEA.

6. Classification & Compensation shall coordinate with the area manager involved in implementing any salary change that may result from a reclassification. Salary changes will be retroactive to the date upon which the reclassification request was first received by the Classification & Compensation Office.

SECTION F: Appeal Procedure

1. An employee, or the SEA on behalf of a group of employees (two (2) or more), may appeal the classification decision of the job analyst by submitting a written appeal request to the Appeals Panel (send to the Classification & Compensation Office) within twenty-five (25) work days from the date of official notification. The Appeals Panel will hear the appeal within two meeting dates from receipt of the request for appeal. The Appeals Panel will review supplemental job documentation, the analyst's written review, and any other relevant information presented to the Panel. The employee(s) may be accompanied by his/her supervisor and/or an SEA representative at the Appeals Panel hearing.

2. The Appeals Panel will communicate its decision to the Superintendent designee within five (5) workdays after the appeals hearing. Final approval of the decision of the Appeals Panel will be made by the Superintendent designee within ten (10) workdays of receipt of the Appeals Panel's decision, and written notice of final approval will be provided immediately to the employee(s), the supervisor, and the SEA. Classification & Compensation shall coordinate with the area manager involved in implementing any salary change that may result from a reclassification. Salary changes will be retroactive to the date upon which the reclassification request was first received by the Classification & Compensation Office.

3. The employee(s) and/or the SEA may request Expedited Arbitration (add CBA cite) for any decision made by the Superintendent designee which disapproves a unanimous decision made by the Appeals Panel. The reasons for disapproval must be included in the notice of the Superintendent designee's decision explained in Section F.2 above. Expedited Arbitration must take place within sixty (60) calendar days of the Superintendent designee's decision.

SECTION G: Classification Downgrading

Any downgrading of a classification shall not become effective until the employee(s) affected has had an opportunity to appeal the decision through the appeals procedure described in Section F above. As long as the employee(s) remains in the same position, the salary of the employee(s) reclassified downward may be:

1. Allowed to advance normally within the newly assigned classification as long as the employee's salary prior to the reclassification is not more than the last step of the new classification; or
2. Frozen at the present dollar amount until such time as the last step of the new classification equals or surpasses the frozen amount.

SECTION H: Classification Study

1. The SPS will hire a classification analyst mid-year 2004-2005 to begin a review of Paraprofessional job descriptions/titles; the job titles of Computer Lab Assistant and Interpreter will be reviewed first using the current Job Measurement System; a job title and description will be created for each position if warranted;

2. SPS and SEA will, by February 2006, jointly select a consultant/organization to review/study the Job Measurement System guidelines, point spreads, and salary structure;

3. The consultant/organization will examine the factors used, points allocated for the factors, explanatory materials used as guidelines for the Job Evaluation System, point ranges for SP Salary Schedule levels, salary structure and grade levels and any other aspects of the point factor system which may enable SPS to accurately gauge the points and pay grade level appropriate for each job title. The consultant/organization shall complete the study no later than June 2006;

4. The parties shall begin a joint review of the consultant’s recommendations and conclusions within 30 days of receipt, and make implementation decisions for 2007-08 by November 2006;

5. The SPS shall fund the classification study.