Position Description Questionnaire
Professional and Scientific Personnel
Instructions: The purpose of this questionnaire is to gather information to be used in determining a specific
title and pay range for a position. This information may be supplemented by personal interviews and
observation. A request for review of a position classification may be initiated by the employee, Supervisor,
Dean, Director, Department Head, Division Vice President or Human Resource Services.
Request for classification of new position
Request for classification review of current position
Incumbent’s Name:
Telephone:
Current Title:
Current Pay Grade:
Proposed Title:
Proposed Pay Grade:
Position was formerly held by (if applicable):
Department:
College/Division:
Department Head:
Supervisor’s Name:
Supervisor’s Title:
Telephone:
Organizational Chart: Please attach a chart of the organizational structure and include appropriate pay
grades. If you need to create one, an easy way of doing so is MS Word. Click “Insert” on the “File” menu, then
select “Picture,” then “Organizational Chart.” Use the organizational chart toolbar to insert additional position
boxes and to change the layout.
P&S
027 Gilchrist  Cedar Falls, IA 50614-0034  Phone: 319-273-2422  Fax: 319-273-2927  http://www.uni.edu/hrs
I.
Job Content
List the three to five major responsibilities of the position and give the percentage of time that is devoted
to each. Total of all responsibilities should equal 100%. Underneath each major responsibility, list the
specific job duties performed, giving emphasis to the important and difficult aspects of the work. Attempt
to write the duties so that a person outside the department will be able to understand the job. (Additional
duties may be listed on supplementary sheet.)
Major Responsibility I:
% of Time Devoted:
Specific Job Duties Related to Major Responsibility I:
Major Responsibility II:
% of Time Devoted:
Specific Job Duties Related to Major Responsibility II:
Major Responsibility III:
% of Time Devoted:
Specific Job Duties Related to Major Responsibility III:
Major Responsibility IV:
% of Time Devoted:
Specific Job Duties Related to Major Responsibility IV:
Major Responsibility V:
% of Time Devoted:
Specific Job Duties Related to Major Responsibility V:
II.
If a reclassification, please state what duties have changed, and/or have been added or deleted
from the position.
III.
Tell how the action taken by the person in this position and results of the person’s work impact
the division, department and/or university as a whole.
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IV.
Most jobs have guidelines which are either internally or externally imposed. Select the statement
that best describes how guidelines constrain the independence of action within this position.
Note: Policies and procedures, task guides, established rules or instructions or precedents are defined as specific
operating guidelines developed by one’s own department, recommended by one’s own department, but approved
by others, or the guidelines can be broader operating policies and procedures. Included within the definition of
guidelines are the Board of Regents Policy, State Budget Office Guidelines, Purchasing Policies and Procedures,
etc.
Assigned extended multiple work assignments or projects within framework of prescribed
procedures. May be checked for proper procedure at intervals, but accuracy is usually assumed.
Administers policies and procedures, usually within a functional area of the university. Has latitude
for independent action and is evaluated on intermediate-term results of action.
Assigned specific projects, with specific administrative guidance concerning procedures to be
used. Usually checked for progress toward completion.
Develops administrative, research or education procedures, usually for functional area of the
university, and recommends university policy if appropriate. Has considerable latitude for
independent action and is evaluated on long-term results.
V.
How often does this position typically require collecting and analyzing information from several
sources in order to solve problems? (Check appropriate box.)
Note: For purposes of the next two (2) questions/sections, “frequently” is defined as 2/3 or more of the decisionmaking effort; “occasionally” as 1/3 to 2/3 of the decision-making effort; and “rarely” as less than 1/3 of the
decision-making effort.
Frequently
Occasionally
Rarely
Not a Job Requirement
VI.
How often does this position typically involve the application of pre-determined procedures in
solving problems and making recommendations? (Check appropriate box.)
Frequently
Occasionally
Rarely
Not a Job Requirement
VII.
In what manner is the position given direction in carrying out the major responsibilities?
Note: Check the answer that most clearly fits your situation.
Task by task, daily, weekly, or monthly
Several tasks at a time requiring from one-to-six months duration
Significant block of work and/or projects which can be accomplished in less than one year
Projects and/or blocks of work which can be accomplished in a year or more
VIII. At what interval is the work checked?
Daily
Weekly
Monthly
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Quarterly
IX.
The majority of the time in most positions will be spent dealing with problems that have been identified
and or which solutions are known through precedent, policy or experience. Please indicate the percent
of time spent in each of the following situations and give examples of each. If additional space is
needed, go to subsequent pages. Please give examples of the work that supports this answer.
Job Situation: Multiple but similar tasks are performed-work may be directed by supervisor but in
absence of supervision the results of the task may be guided by precedent or policy.
% of Time Spent:
Examples:
Job Situation: Problems and/or projects that require an innovative approach-solutions require the
assimilation of a variety of techniques, information or models.
% of Time Spent:
Examples:
Job Situation: Problems and/or projects of an abstract, unformulated nature which require imaginative
approaches and require the development of new or novel applications of current knowledge. Guidance
and counsel are seldom available within the university and precedent is usually lacking.
% of Time Spent:
Examples:
X.
Number of Employees in Department
Please indicate the total number of employees in the department:
Note: Please complete the column below by indicating the number of employee supervised by this position.
Direct:
Full-time Merit:
Part-time Merit:
Full-time P&S:
Part-time P&S:
Students:
Full-time Contract Labor:
Part-time Contract Labor:
Indirect:
Full-time Merit:
Part-time Merit:
Full-time P&S:
Part-time P&S:
Students:
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Full-time Contract Labor:
Part-time Contract Labor:
XI.
Internal and External Relationships
Describe the level, purpose and frequency of personal contacts this position requires the person to have
with those outside of the immediate office. Indicate frequency as either daily, weekly, monthly or
infrequently.
Contact Within UNI:
Frequency:
Purpose:
President
Daily
Weekly
Monthly
Infrequently
Vice President
Daily
Weekly
Monthly
Infrequently
Deans
Daily
Weekly
Monthly
Infrequently
Department Heads
Daily
Weekly
Monthly
Infrequently
Directors
Daily
Weekly
Monthly
Infrequently
Faculty
Daily
Weekly
Monthly
Infrequently
Staff
Daily
Weekly
Monthly
Infrequently
Students
Daily
Weekly
Monthly
Infrequently
Contacts outside the university such as State and Federal agencies, alumni and donors, business and
industry, and other publics including parents, applicants, etc.
Contact Outside UNI:
XII.
Frequency:
Purpose:
Daily
Weekly
Monthly
Infrequently
Daily
Weekly
Monthly
Infrequently
Daily
Weekly
Monthly
Infrequently
Daily
Weekly
Monthly
Infrequently
Financial/Quantitative Responsibility
1. Express in monetary or quantitative terms, the level of responsibility involved in this position.
(Examples: manages the operation of facilities valued at $1,500,000; directs a research budget of
$300,000; schedules 100 alumni meetings a year, etc.)
2. Check the best response to the following question (Check only one.):
Does the position provide:
consultative assistance
interpretive information
factual information to individuals
XIII. Minimum Qualifications
Please indicate the minimum qualifications which are necessary in filling this position should it become
vacant. Please keep in mind the position duties/responsibilities rather than the qualification of the current
employee.
1. Minimum educational level required for a person to successfully carry out the duties and
responsibilities of the position. (Specify to appropriate field, if any.)
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2. Indicate the minimum type and amount of work experience, in addition to the above required
education, necessary for a person entering this position.
a. Type of Experience:
Minimum Amount of Time Necessary:
b.
Type of Experience:
Minimum Amount of Time Necessary:
3. Indicate qualifications that are not required to perform the job, but are preferred.
a. Type of Experience:
Minimum Amount of Time Preferred:
b.
Type of Experience:
Minimum Amount of Time Preferred:
4. Will student experience be considered towards the minimum years of experience required?
(Please note that student experience will be considered half time; one year of student experience is
equal to six months of full time experience.)
Yes
No
5. Does this position require specific licensing or certification as an entry requirement? (Examples
are professional engineers, lawyers, registered nurses, medical technologists, or certified public
accountants.)
Note: Certification means an individual has successfully met a series of well-defined requirements as
determined by a Federal or State agency or professional and trade organization.
Yes
No
If you answered yes, please describe the requirement briefly:
XIV. Working Condition Statements
List the extent to which incumbent is exposed to health hazards or bodily injury. Give examples
and indicate safety precautions required.
Check the following environmental conditions that are inherent in the performance of this job which may
be hazardous or irritating. List the source.
Condition:
Source:
Dust/Dirt
Fumes
High-level Noise
Glare
Inadequate Lighting
Extreme Heat/Cold
Confined or Awkward Working Position
Other
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List the deadlines which are part of this job; state frequency; indicate if they are routine or nonrecurring; indicate whether deadlines are self-imposed, based on mutual agreement, or
externally imposed.
Deadline I:
Frequency:
Frequently
Routine or Non-recurring:
Self-imposed:
Yes
Seldom
Never
Routine
Non-recurring
No
Mutual Agreement or Externally Imposed:
Mutual Agreement
Externally Imposed
Deadline II:
Frequency:
Frequently
Routine or Non-recurring:
Self-imposed:
Yes
Seldom
Never
Routine
Non-recurring
No
Mutual Agreement or Externally Imposed:
Mutual Agreement
Externally Imposed
Deadline III:
Frequency:
Frequently
Routine or Non-recurring:
Self-imposed:
Yes
Seldom
Never
Routine
Non-recurring
No
Mutual Agreement or Externally Imposed:
Mutual Agreement
Externally Imposed
How often is incumbent involved in more than one project at one time (requiring scheduling and
prioritizing)?
At all times
Frequently
Occasionally
Never
How frequently do interruptions affect the progress of normal work activities? (Give examples.)
Frequently
Occasionally
Never
Examples:
To what extent is it required that work be performed outside of normal work hours?
To what extent does incumbent travel?
XV.
General Comments
List any additional comments to describe the position further.
All non-temporary positions require criminal background checks for the finalist
(http://www.uni.edu/pres/policies/430.shtml). Will this position require additional background
checks?
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No
Yes;
Credit
Child Abuse
Driving Record
XVI. Signatures
All signatures are needed before the Position Description Questionnaire (PDQ) will be processed.
I certify that the above PDQ accurately reflects the duties and responsibilities of the position.
Completed by: ___________________________________________ Date: __________________
Please indicate the individual who initiated the request for classification or reclassification (Dean,
Department Head, Supervisor, or Employee).
Name: ______________________________________ Title: _______________________________
Approved for classification review:
Immediate Supervisor: ______________________________________ Date: __________________
Department Head: __________________________________________ Date: __________________
Dean (If Applicable): _________________________________________ Date: __________________
Division Head: _____________________________________________ Date: __________________
This approval is for review of classification only. Once the review has been completed, the Dean or Director will review
budgetary and organizational implications before a final authorization to fill the position is given.
UNI requests this information for the purpose of processing your classification request. No persons outside the university are routinely provided this
information, except for items of directory information such as name and local address. Release of any information is governed by the Board of Regents
rules and applicable State and Federal statutes. Responses to items marked “optional” are optional; responses to all other items are required. If you fail
to provide the required information, we may be unable to process your classification request.
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