Information Session for Employees

Classification & Compensation Study

• •

Public Sector Personnel Consultants

• Classification: Job analysis & Job Descriptions • Compensation: Market Survey & recommendations for new Compensation Methodology

Compensation Committee:

representatives from Classified & Professional/Technical Employee Associations, and Administrators

Classification Study

• •

For all Classified, Prof-Tech employees and AE Instructors Not for full-time faculty, adjunct, IA’s, CA’s, hourly employees, or Administrators

• • • • •

Position Analysis Questionnaire (PAQ) 100 Interviews to be conducted New Job Descriptions Consultant will make recommendations for classification changes No PAR process this year – use the PAQ

Classification Study

•

What is a PAQ?

–

PAQ is a form that asks detailed questions about ACC jobs

–

Every Prof/Tech, Classified employee and each AE Instructor completes a PAQ

–

Five Sections in PAQ:

• •

Section I: All employees Section II: Employees who are supervisors

• • •

Section III: Immediate supervisor review/approval Section IV: All next levels of supervision Section V: Final level of supervision (Deans, AVP’s, VP’s)

Classification Study

•

Timeline Nov 14-18 Nov 28-30 Nov 28-Dec 9 Dec 9 – Jan 4 Jan 5 Jan & Feb March Supervisor Information Sessions Employee Project Briefings PAQ’s completed Supervisors review, comment, approve PAQ’s PAQ’s should be in HR Consultant reviews PAQ’s Appeal process

Austin Community College

Position Analysis Questionnaire (PAQ) Employee Orientation

POSITION ANALYSIS QUESTIONNAIRE

• This form is designed to assist you in describing your position.

• You are asked to fill out this form because you know the duties and responsibilities of your position better than anyone else. • If a question does not apply to your position, please write "Not Applicable" or "N/A" for that item. • Please download form and type; or print or write your answers very legibly. •

NOTE:

It is the

position

that is being studied, not the employee.

DEMOGRAPHIC INFORMATION

• POSITION’S JOB TITLE: (As it appears on ACCeTime) • EMPLOYEE'S NAME: • DEPARTMENT: • WORK TELEPHONE NUMBER & E-MAIL: • SUPERVISOR'S NAME & TITLE: • SUPERVISOR’S WORK TELEPHONE NUMBER • & E-MAIL

SECTION

I A.

POSITION’S PRINCIPAL PURPOSE: POSITION’S PURPOSE:

several sentences, the principal purpose or function of your position. Please state briefly, in

B.

WORK ACTIVITIES LIST

: List only the major functions in order of importance.

Provide a brief description for each duty so that it can be understood by someone not familiar with this kind of work.

Indicate the approximate percentage of total working time you spend on each major work activity. You may use any time period that is convenient, such as daily, weekly, monthly, or annually.

% of Time

1. 2. 3.

4. 5. 6. 7. 8.

C. INFORMATION SOURCES:

What major sources of information or principal documents do you use to do your job? (Some examples listed in PAQ)

D. EQUIPMENT, TOOLS AND MATERIALS:

What machinery, vehicles or motorized equipment do you use in your work, and how often do you use each (daily, weekly, etc.)?

What equipment, hand tools, and/or instruments do you use? (Some examples such as PC/s, copiers, etc. are listed in PAQ)

E.

PHYSICAL REQUIREMENTS:

Are there any special physical skills or efforts required on your job? (This question is for compliance with ADA and includes extraordinary strength, physical agility, manual dexterity, and visual acuity.) Please check all the boxes that apply to your job along with a percentage of time for each. Any that you check should be a regular part of your job .

F.

ENVIRONMENTAL WORKING CONDITIONS:

What Unusual and/or special environmental working conditions affect your job, such as hazardous chemicals, etc.

G.

WORK ASSIGNMENTS:

How do you receive your assignments? (Orally or in writing) How specific or general are these instructions? Please explain.

How are priorities and/or deadlines decided for your position?

At what stage, and by whom (job title) are your assignments normally reviewed?

How do you and your supervisor determine the quality of your work?

How often do you meet with your supervisor regarding work assignments?

H. TRAINING AND EXPERIENCE:

Please indicate the

MINIMUM

formal educational level required that is

essential

to do your job and any specialized discipline or trade-related education/training that is relevant to the work performed.

Please indicate the number of years (or months) and type of prior job

experience

requires) that is essential before an average person could perform your job successfully? (Not what you personally have, but what the job What license(s), certification(s) or registration(s) are

necessary

obtain and maintain for your job?

to If not required at time of hire, when were they required?

There is a specific set of questions for

IT & IRT positions

to programming languages and systems in this section.

only related

I. AUTHORITY/ACCOUNTABILITY:

What kinds of actions, documents, plans or functions

require

your verbal and/or written authorization? What significant decisions are you authorized to make

without

clearing them through your supervisor?

What decisions

require

clearance from your supervisor? Please give examples.

What are the most difficult/important decisions you make? Describe their impact on your organizational unit, department, other employees, campus/District, students, and/or the public and community .

J. INTERACTION WITH OTHERS:

Within your immediate work group/unit/department.

Within ACC – other departments/campuses/district office outside the immediate work group Outside ACC – students, consultants, governmental agencies, vendors, contractors, members of the community etc.

Don’t forget to include the

purpose

of these contacts.

This is the End of Section I

If you do NOT have a supervisory role, please print the PAQ, sign it, and give it to your supervisor. If you DO have a supervisory role, please complete the Supervisory Position Questions in Section II

SECTION II SUPERVISORY POSITION QUESTIONS

To be completed

only

by individuals who supervise other employees

A. 1. DIRECT SUPERVISION/SPAN OF CONTROL

who report

directly

: Please indicate the job titles and names of the employees to you, and not through a subordinate supervisor.

A. 2. INDIRECT SUPERVISION/SPAN OF CONTROL

: Please indicate the number of employees who report

indirectly

to you through a subordinate supervisor.

B. SUPERVISORY RESPONSIBILITIES: Does your position have the authority to take any of the following actions?

Yes Prepare work schedule Assign/review work Train employees Assign/approve OT     Assign/approve comp  time Approve timesheets  Develop employees  No        Other (List): Yes Prepare employees' performance appraisals  Approve sick leave/vacation  Recall employees to work emergencies  Initiate corrective action 

Do you make recommendations on the following actions to your supervisor?

Hire employees Transfer employees   Terminate employees     Reclassify employees Suspend employees Other (List):   No      

SECTION II – Supervisory Employee Signature

: When you have completed your PAQ, please print this PAQ, sign and date it, and give it to your next level supervisor.

SECTION III – Immediate Supervisory review and approval

: You many not change any information the employee has included, however, you may make additions or modifications using this form.

SECTION IV – Next Supervisory level review/approval

: This section is for the next supervisory level, if needed, that is not at the Administrator, Dean, AVP or Vice President’s level. (Those Administrators complete Section V) Repeat this process for all supervisory levels in your department. Each department will be different and the list of what is required for “next level” will be on the web.

SECTION V – Final Supervisory level review/approval

: This section is for the Administrator, Dean, AVP or Vice President’s comments, approval and signature.

The completed document, along with an organizational chart for the department, is to be forwarded to Vicki West, Compensation Manager. Human Resources will review the document to verify it is complete and will send it to the Consultants .