Next Steps in Classification Study
Now that the position description questionnaires are done, what happens with the information?
The task force has been working hard to help the University develop the next parts of the process.
We have finalized the Job Value Factors. Job value factors are the criteria used to evaluate a position for comparison among positions for placement into a salary structure (or grades). The broad categories include knowledge and skills, scope of responsibility and range of impact.
Job Families (e.g. academic affairs, facilities, athletics, student services etc.) are a group of jobs in which the work performed is of a similar nature. Although job families can be fairly broad, the intent is to have them represent common roles, responsibilities and skills. They can also help illuminate a career progression for many types of jobs. It is not unusual to create a few new job families during the evaluation process, if there is an additional logical grouping. Positions within a job family can be at many different levels or grades.
Job Levels (e.g vice president, director, manager, specialist, coordinator, administrative support, skilled trades etc.) reflect the organizational responsibility, accountability and competency requirements identified from the PDQs. Job levels are an additional tool to help the consultants and ultimately the University group positions into certain broad categories. These are still in the development stage, but a draft can be found on the website. It is important to note that it is possible to have jobs within a job level be in two or three different grades.
You can find the job value factors, job families, job levels and the project timeline on HR’s website under Classification and Compensation Study under Resources. http://www.uidaho.edu/human-resources/classification-and-compensation-study
Between Sibson and our senior leadership, the labor markets for the survey have been established. In short, the markets are on a national level for director-level positions and above, regional for exempt staff below the director level and local/statewide for classified staff. Sibson will identify “benchmark” positions to use in the surveys. When identifying benchmark positions, Sibson looks for positions from all the job families and job levels. Positions need to be good “matches” with other institutions and published surveys to get accurate data.
Benchmark positions should also include at least 50% of incumbents involved in the study (about 750 of our 1500).
The PDQs are designed to request information specific to classifying positions. In April, HR will use the information collected to start building updated job descriptions. You will have the opportunity to participate and further develop the job descriptions. We understand that you may include more detail in the job descriptions than in the PDQs. We often see the duties and the preferred qualifications (a.k.a desired qualifications) sections expanded when job descriptions are developed and worked on by employees and their supervisors. This is perfectly fine and it will not affect the classification levels. It will give departments a more thorough understanding of the specific duties of that position.