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