Task Job Evaluation Collective Agreement
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An arbitrator on the bargaining board found that the City of Cape Town unfairly demoted a technician. The city was ordered to upgrade him to the T:13 Senior Technician level as of July 1, 2012, with salary adjustments and additional payments. The city has not justified its classification process on the basis of the Task Assessment system (Tuned Assessment of Skills and Knowledge), which is owned by Deloitte Touche and is used by the local government. “Employees who receive a TASK result (and) are dissatisfied have the opportunity to file a complaint. Complaints must be filed within 15 days of receiving the task results. All complaints are based on the job description that was filed during the TASK process. The City Manager will appoint an independent TASK specialist or an independent body to review complaints. Two representatives (one from each union) and two workstation assessment specialists from the city`s employment assessment agency will participate in the reassessment. They are free to comment and make oral clarifications during the appeal process.
The independent expert or independent body will make recommendations to the City Manager, who will apply his opinion on the final results. The decision of the City Manager at the end of the appeal procedure will close the TASK procedure for the position concerned and will be final and binding. [24] It is customary for the Parties of the Council to have entered into a collective agreement governing the process of evaluating and rating workstations. This agreement no longer exists because the parties have not concluded or extended the agreement that expired on November 30, 2009. As a result of the blockage, the respondent completed its own policy, which governed the evaluation and classification process. The evidence shows that an external company, Namely Deloitte, was tasked with adjudicating the workers` appeals. [16] She has more than 15 years of experience in implementing the TASK in the public and private sectors. It has trained people to put them into practice and evaluate individuals. Task came into force in 1960 as an employment evaluation system and includes methodology.
Deloitte owns the TASK methodology. She is aware of the inconsistency in the evaluation of the candidate`s positions. During the draft appeal, some members considered the complaint, which included Mr. Troskalanski. Once the TASK complaint is complete, it will be sent to the city. Then the unions and the respondent [sic] would be informed of the results. In February 2014, Frank Ruggeiro warned them against inconsistency and found that Mr. Barnard, Mr.
Thomas and Mr. Ntsheyiya were getting inconsistent rankings. In June 2013, the position was evaluated and rated, but was rated T:12. When they received the candidate`s job description and compared it to the Principal Technician and Senior Technician of the City of Cape Town. This arbitration award is merely an allegedly unfair work practice in the area of “demotion” and its authority is persuasive and non-binding. It is more than likely that employment evaluation systems will be called into question if alleged demands for unequal pay for work of allegedly equivalent value are taken into account. As noted above, employers are not required to implement a particular job evaluation system, provided that disproportionate income gaps are eliminated and that there is a rational framework, which includes seven proportional career levels, as defined in the form of EEA 9. [37] I also took into account the fact that the evaluation and rating process was exclusively focused on job description, but that benchmark was also considered in this case. There is no reason why the scope of job classification has been broadened in the current circumstances. It is clear that the whole process was flawed and unfair insofar as it was illegal because the process is not governed by policy.
