DCCCD: Regular Job Evaluation Process for PSS

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1601 South Lamar - District Office

Regular Job Evaluation Process for PSS

HROG Section:	Compensation
Document Title:	PSS Regular Job Evaluation
Initial Date Posted:	September 1, 2001 (approved by CCAB May 21, 2001)
Last Date Revised:	September 1, 2007
Applies To:	Professional Support Staff Employees
Source:	District Human Resources

Purpose:

To establish a process of a systematic review for professional support staff positions.

Definitions:

Regular Job Evaluation is:

A systematic review of all professional support staff positions.
Scheduled to occur for each affected position on a three-year cycle and documented on the generic job description.
Schedule for adoption of recommended changes is September 1 of each fiscal year as set out in the adopted evaluation calendar.

Procedures:

1. Participation requires:

That the incumbent has been in their current position at least one year from their initial hire date.
Completition of the prescribed questionnaire by the incumbent.
Review and comment regarding the questionnaire by first and second-level supervisors.
Forwarding to District Human Resources by location cabinet member, with pertinent comments regarding the information provided.

2. Incumbents may choose to waive participation by completing the prescribed form. If a job evaluation recommendation is made affecting the job description, title or placement assigned to the incumbent's job title code, all incumbents will receive like change.

3. Regular Job Evaluation can impact an incumbent's salary:

By a recommendation causing movement to a new range minimum, higher than current salary.
By management decision requested by the location cabinet member, and generally resulting in a promotional increase of 7 percent over current salary.
By a recommendation of the District Human Resources staff to recognize a position never identified on prior schedules and equivalent to a 7 percent promotional increase over current salary.

4. The district, as part of the annual compensation proposal, absorbs the intial cost of Regular Job Evaluation.

HR Responsibility:

As part of the Regular Job Evaluation, District Human Resources will:

If necessary, schedule an on-site or phone interview with each employee completing a questionnaire.
Schedule additional interviews with first and second-level supervisors as necessary.
Compare the completed questionnaire and interview information with like positions from throuhout the district.
Group and market similiar positions, making changes to title, placement and job description as necessary.
Prepare summary of all recommendations for review by the location cabinet member, including cost estimate.
Prepare summary and location comments for review by the Vice Chancellor of Human and Organizational Development.
Prepare notification for the location cabinet member to use in sharing results with affected employees.

Exceptions To Policy:

Please note:
Positions that will be reviewed via the Regular Job Evaluation process are not eligible for an ad hoc review within a six-month period of the scheduled Regular Job Evaluation review. In addition, positions that have been reviewed as a part of the ad hoc process within a six month time frame of the scheduled Regular Job Evaluation cycle are not eligible for the Regular Job Evaluation review.