Human Resources

WHAT IS A JOB REVIEW?

A Job Review is the systematic study of a job, through job evaluation and/or job analysis. Click here for an overview of the job review process.

A Job Analysis is the systematic study of a job to determine which activities and responsibilities it includes, its relative importance to other jobs, the qualifications necessary for the performance of the job and the conditions under which the work is performed. An important concept in job analysis is that the job, not the person doing the job, is assessed, even though HR may collect some job analysis data from the incumbent. 

Job analysis is often confused with job evaluation, but the two activities are quite different. Job Evaluation is the process of comparing a job to other jobs within the organization and/or the market to determine the appropriate pay rate. 

Reclassification is a new and/or significantly revised job and is the result of job analysis or evaluation.

A request for a job review does not presume any particular outcome and could result in a pay grade increase, decrease, or no change at all.

WHY MIGHT I CONSIDER A RECLASSIFICATION OF A POSITION?

• It is a permanent change in duties -- not a special project or short-term assignment;
• The addition, deletion, or change affects a duty that constitutes a significant portion of the job (at least 15%); 
• The duty which is added, deleted, or changed is substantially different in level and type from the balance of the job duties so that it seems reasonable that the change in that one duty would affect the evaluation of the job on one or more job evaluation factors; or 
• The levels of education or experience required for the job noticeably change. These requirements should reflect standards for satisfactory job performance, not an incumbent's qualifications.

HOW THE PROCESSING OF A JAQ WORKS

DOCUMENTATION REQUIRED

When submitting a request for a job review, the following documents must be attached to the ePRF. Please note your department's business office may have additional requirements.

MEMORANDUM - .PDF - The memo should:

Describe the change request (old position title and wages vs. new position title and wages). Justify the need for a higher/lower position in the unit. Note: the duties and responsibilities of the new job must be assigned to the employee on or before the effective date.

RESUME - .PDF

If the position is filled, the resume of the incumbent must be attached. If a reclassification is approved, Compensation reviews the resume to ensure the candidate meets the minimum qualifications for the new job.

JOB ANALYSIS QUESTIONNAIRE - .PDF

A completed Job Analysis Questionnaire (JAQ), written ONLY by the position's incumbent, noting their current job duties. The JAQ must be reviewed by the incumbent's immediate Supervisor, followed by the dept's appropriate Department Head. Finally, before submission, the Business office must review and initial the JAQ. Compensation highly encourages the Supervisor, and Department Head provides comments.

PROPOSED JOB DESCRIPTION - Fillable .PDF (Must use the "Proposed Job Description" fillable PDF)

Summary/objective—summary and overall objectives of the job. Essential functions—essential functions, including how an individual is to perform them and the frequency with which the tasks are performed; the tasks must be part of the job function and truly necessary or required to perform the job.

ORGANIZATIONAL CHART (CURRENT & PROPOSED) - .PDF

CURRENT: A copy of the entire unit's organizational chart, with the current job in the hierarchy. PROPOSED: A copy of the proposed unit's organizational chart, with the proposed job in the hierarchy.

1074.1 & .6 - .PDF

Attach the cost center's 1074.1 and 6 to the ePRF.