HR Units

Human Resources

Office Location
415 West 6th Street
875 Perimeter Drive MS 4332
Moscow, ID 83844-4332
Phone: (208) 885-3609
Fax: (208) 885-3602

General Email

Department Phone List

Employment Services

Office Location
415 West 6th Street
875 Perimeter Drive MS 4332
Moscow, ID 83844-4332
Phone: (208) 885-3609
Fax: (208) 885-3602

General Email

Department Phone List

Payroll Services

Office Location
415 West 6th Street
875 Perimeter Drive MS 4332
Moscow, ID 83844-4332
Phone: (208) 885-3609
Fax: (208) 885-3864

General Email

Department Phone List

Benefits Services

Office Location
415 West 6th Street
875 Perimeter Drive MS 4332
Moscow, ID 83844-4332
Phone: (208) 885-3697
Fax: (800) 646-6174

General Email

Department Phone List

PDL

Office Location
Administration Building
Room 216 - 220
875 Perimeter Drive MS 3166
Moscow, ID 83844-3166

Phone: (208) 885-2322
General Email

Appeal Process

Updated September 5, 2013

Please check back frequently, as responses to many of the questions will expand as additional information becomes available. We expect to add new questions approximately twice a week. Please use the online feedback/questions form to continue contributing to this study.

  • What are we appealing when we do appeal?
    Appeals are for the placement of position in certain grade based on duties and responsibilities.
  • My job significantly changed since I completed my PDQ in November. What should I do about it?

    HR has been tracking changes to positions and has used updated position descriptions to supplement the PDQs when jobs have changed.  This has allowed HR to catch most changes and incorporate those changes in the classification determination.  The vetting process also identified a few more of these circumstances. As noted above, you can appeal your classification (link to appeals when available). If HR has not been made aware of significant changes in a job, you are welcome to appeal the classification on this basis. Please contact your supervisor first because he or she may have already worked with HR on your position and had the changes included in the classification decision.

  • If a position has changed, how does an employee know that they are still in the right class?

    The appeal process is now the initial mechanism to address whether a position is in the correct class based on duties and responsibilities.  This includes positions that may have changed since the PDQ for the position was completed

    By September 6th, the PDQs should be online.  We encourage you to review the PDQs for multiple positions at the same and higher levels to give yourself a better feel for the differences in job levels.  The job value factors are the criteria that were used to evaluate each job in comparison to the benchmarked positions and to each other.

    Duties, qualifications and responsibilities vary from position to position.  The way to evaluate seemingly diverse positions is to identify, analyze and compare their common factors – what we call Job Value Factors.   These factors include Knowledge and Skills (difficulty of tasks performed, complexity and problem solving, required knowledge, skills education and work experience); Scope of Responsibility (variety of work, breadth of responsibility e.g. department-wide, university-wide), diversity of deadlines and  priorities,  management  responsibilities,  resource  and  budge  accountability;  Range  of  Impact (autonomy, independence of action, level and types of decisions, communications, consequences of an error). These are common to most classification systems and to almost every job.

    Note the process document at http://www.uidaho.edu/~/media/Files/orgs/Finance-and-Administration/Human%20Resources/Classification%20Study/Classification%20Process.ashx

    Job Value Factors are at http://www.uidaho.edu/human-resources/classification-and-compensation-study/resources

  • You described the process where senior leaders looked at classifications and provided feedback, what if a small dept. missed out on that process and a couple of positions seem out of class?

    The appeal process is now the initial mechanism to address whether a position is in the correct class based on duties and responsibilities.  This includes positions that may have changed since the PDQ for the position was completed

    By September 6th, the PDQs should be online.  We encourage you to review the PDQs for multiple positions at the same and higher levels to give yourself a better feel for the differences in job levels.  The job value factors are the criteria that were used to evaluate each job in comparison to the benchmarked positions and to each other.

    Duties, qualifications and responsibilities vary from position to position.  The way to evaluate seemingly diverse positions is to identify, analyze and compare their common factors – what we call Job Value Factors.   These factors include Knowledge and Skills (difficulty of tasks performed, complexity and problem solving, required knowledge, skills education and work experience); Scope of Responsibility (variety of work, breadth of responsibility e.g. department-wide, university-wide), diversity of deadlines and  priorities,  management  responsibilities,  resource  and  budge  accountability;  Range  of  Impact (autonomy, independence of action, level and types of decisions, communications, consequences of an error). These are common to most classification systems and to almost every job.

    Note the process document at http://www.uidaho.edu/~/media/Files/orgs/Finance-and-Administration/Human%20Resources/Classification%20Study/Classification%20Process.ashx

    Job Value Factors are at http://www.uidaho.edu/human-resources/classification-and-compensation-study/resources

  • If someone wishes to appeal, is there a listing of criteria or job values to be used in justifying?

    The appeal process is now the initial mechanism to address whether a position is in the correct class based on duties and responsibilities.  This includes positions that may have changed since the PDQ for the position was completed

    By September 6th, the PDQs should be online.  We encourage you to review the PDQs for multiple positions at the same and higher levels to give yourself a better feel for the differences in job levels.  The job value factors are the criteria that were used to evaluate each job in comparison to the benchmarked positions and to each other.

    Duties, qualifications and responsibilities vary from position to position.  The way to evaluate seemingly diverse positions is to identify, analyze and compare their common factors – what we call Job Value Factors.   These factors include Knowledge and Skills (difficulty of tasks performed, complexity and problem solving, required knowledge, skills education and work experience); Scope of Responsibility (variety of work, breadth of responsibility e.g. department-wide, university-wide), diversity of deadlines and  priorities,  management  responsibilities,  resource  and  budge  accountability;  Range  of  Impact (autonomy, independence of action, level and types of decisions, communications, consequences of an error). These are common to most classification systems and to almost every job.

    Note the process document at http://www.uidaho.edu/~/media/Files/orgs/Finance-and-Administration/Human%20Resources/Classification%20Study/Classification%20Process.ashx

    Job Value Factors are at http://www.uidaho.edu/human-resources/classification-and-compensation-study/resources

  • Can we get copies of PDQs when we appeal so we can reference?

    The appeal process is now the initial mechanism to address whether a position is in the correct class based on duties and responsibilities.  This includes positions that may have changed since the PDQ for the position was completed

    By September 6th, the PDQs should be online.  We encourage you to review the PDQs for multiple positions at the same and higher levels to give yourself a better feel for the differences in job levels.  The job value factors are the criteria that were used to evaluate each job in comparison to the benchmarked positions and to each other.

    Duties, qualifications and responsibilities vary from position to position.  The way to evaluate seemingly diverse positions is to identify, analyze and compare their common factors – what we call Job Value Factors.   These factors include Knowledge and Skills (difficulty of tasks performed, complexity and problem solving, required knowledge, skills education and work experience); Scope of Responsibility (variety of work, breadth of responsibility e.g. department-wide, university-wide), diversity of deadlines and  priorities,  management  responsibilities,  resource  and  budge  accountability;  Range  of  Impact (autonomy, independence of action, level and types of decisions, communications, consequences of an error). These are common to most classification systems and to almost every job.

    Note the process document at http://www.uidaho.edu/~/media/Files/orgs/Finance-and-Administration/Human%20Resources/Classification%20Study/Classification%20Process.ashx

    Job Value Factors are at http://www.uidaho.edu/human-resources/classification-and-compensation-study/resources

  • Pertaining to the appeal process, how are the job factors measured? Is it an objective system? When an appeal happens, what kind of evidence are we supposed to submit if we don’t have objective evidence. Why can’t we appeal titles?
    The job value factors are comparative against other jobs. In our current Hay Point factor system, points are assigned which added a quantitative measurement – but, even the application of those points was based on the experience and expertise of the HR Analyst.  The new system doesn’t have points but it does have the same type of thoughtful analysis and the application of job value factors, not so dissimilar from the Hay Point system. The jobs were slotted 2 ways – benchmarked and matched to market. Second, non-benchmarked jobs and the objective criteria called the job value factors were applied to every job through this analysis process. We dug in and looked at primary functions, qualifications and scope, range of impact, knowledge and skills and additional sub-factors under each.  These were applied those to each PDQ and compared one job to another.
  • Can we request an extension to appeals deadline?
    The appeals deadline has been extended to October 9th.
  • In your opinion, what is the likelihood that an NFE employee who currently supervises a LARGE # of IH staff and is in pay grade 6, be moved to pay grade 7 if they now supervise an additional Classified FTE and 3 IH employees? In your opinion, would a reclassification in October or an appeal in September be the best route to go? I am talking about a change after the PDQ's.
    It’s hard to say without seeing the complete new job description but if the only change is taking on an additional classified FTE and 3 IH employees that would probably not constitute a significant change warranting a reclassification – especially if the position is currently supervising other staff already.
  • It stated in the email sent out to all staff that "Supervisors may initiate an appeal". Does this mean that the employee must have the supervisors’ approval to appeal? What about employees who have supervisors unwilling because of their own self-worth? Where are the forms located to appeal?
    We encourage employees to discuss the appeal with their supervisor.  Supervisor’s approval is not required.  The forms are on the HR webpage under classification study on the right hand bar.
  • I would like to review some of the benchmarked job descriptions in the classes above mine. Where can these job descriptions be found?
    The list or benchmarked positions is on the HR web pages.  Hopefully by September 6th, the PDQs for all position will be online and available.