Item 8.E-July 11, 2014
ADMINISTRATIVE FACULTY POSITION DESCRIPTION QUESTIONNAIRE
To expedite and facilitate the PDQ review process, please send the PDQ and Org Chart electronically to
marshag@unr.edu for discussion and for initial review before routing PDQ for approval signatures.
Questions - call UNR Faculty HR at 682-6114
INSTRUCTIONS: See http://www.unr.edu/hr/compensation-and-evaluation for complete instructions.
Incumbent(s) Name (if applicable):
Position #(s):
Current Title:
Current Range:
Department: Human Resources
College/Division: Vice President, Administration and
Finance/Human Resources
Account #(s): 1201-104-0054
Action Proposed: (check all that apply)
(X) New position: Proposed Range: 2
Proposed Title: Analyst, Job Evaluation
( ) Title Change, Proposed Title:
( ) Proposed Reassignment from Range
to Range
( ) Revised PDQ only (no change in range or title)
( ) Line of Progression (show titles below)
Range:
JCC (Current
or new HR
assigned):
I certify that the statements in this description are accurate and complete to the best of my knowledge.
____________________________________________________________
Employee’s Signature
__________________
Date
I/we have reviewed the statements in this form and they accurately reflect the job assignments.
____________________________________________________________
__________________
Immediate Supervisor’s Signature Janine Nelson, Manager, Job Eval and Analysis
Date
____________________________________________________________
__________________
Director/Chair/Dean
Tim McFarling, Assoc Vice President, Human Resources
Date
Approved for Salary Placement Committee review
____________________________________________________________
__________________
Pres / Vice Pres / Vice Prov Signature Ronald Zurek
Date
Vice President, Administration and Finance
Action Approved by the Provost/President (Completed by Faculty HR):
67571 Range:
2
Pos #(s):
JCC:
EEO: 3D
Eff: 7/1/2014
Approved Title: Analyst, Job Evaluation
Employee signs on “final” stamped approved PDQ and sends to HR for personnel file.
Employee Signature:_______________________________________________ __________________
Date
Printed Name: ____________________________________________________
Rev: 10/1/2012
Position Description – Analyst, Job Evaluation
Page 2
1. Summary Statement: State the major function(s) of the position and its role in the
university. Attach an organizational chart with positions, ranges, and names for the division
which reflects the position in it as well as those supervised in the department. (This section is
used for advertisement of the position.)
The Analyst, Job Evaluation, conducts analysis and evaluation of positions to correctly place positions
in the appropriate grade (classified system) or range (administrative faculty system). The Analyst
engages in various methodologies to gather information and then applies job evaluation models to
determine the appropriate level of the position. The incumbent is knowledgeable of higher education
operations and the responsibilities and duties of various positions. The Analyst provides input
regarding the functions and responsibilities of positions in order to assist the Human Resources (HR)
Department in determining the correct slotting of the position and to increase operational efficiency.
The Analyst reports to the Manager, Job Evaluation and Analysis.
2. List the major responsibilities, including percentage of time devoted to each. Provide
enough detail to enable a person outside the department to understand the job (percentage
first with heading and then bulleted information).
80% - Job Analysis and Evaluation
 Conduct comprehensive analysis and job evaluations of faculty and classified positions.
 Utilize a variety of methodologies to gather information, desk audits; in-depth interviews;
position comparisons; application of various job evaluation models.
 Author decision determinations in accordance with standard protocol.
 Coordinate assigned occupational studies for classified positions with DHRM
 Conduct organizational reviews of all positions assigned to a department for review of
structure, workload distribution, efficiencies, proper classification and job placement, etc.
 Review revisions to classification specifications; ensure that unique aspects of work performed
at Nevada System of Higher Education (NSHE) is represented
 Continually monitor, assess and make equitable classification determinations; ensure
individual and group determinations result in equity across compensation models
10% - Consultation
 Provide consultation to constituents on both classified and administrative faculty positions on
policies, rules, regulations for both employee types
 Analyze, department needs and make recommendations to Manager, Job Evaluation and
Analysis, regarding customer’s organizational structure, use of various employee types and
creative solutions to meet customer’s operational needs
 Consult with other functional areas of Human Resources (recruitment and contract processing)
to provide increased service or value to customers
 Participate in various activities (committees, cross-training, observations) to enhance
knowledge of operating departments
 Defend or assist with defending appeals of job evaluation decisions; Identify and summarize
pertinent facts; prepare draft of appeal decision
10% - Special Projects
 Identify and implement operational efficiencies within the evaluation process and model
 Participate in HR initiatives to improve operations and service
Position Description – Analyst, Job Evaluation
Page 3
3. Describe the level of freedom to take action and make decisions with or without
supervision and how the results of the work performed impact the department, division and/or
the university as a whole.
Level of Freedom:
The Analyst, within standard protocols, organizes and determines the approach and techniques to
utilize in the job evaluation. For routine evaluations, the Analyst conducts all aspects of the evaluation
including research, interviews, position comparison and slotting on the appropriate evaluation model.
The Analyst’s final determination is reviewed by the Manager before informing the department of the
decision. The Analyst’s final output is reviewed by the Manager.
Impact:
The outcome of the Analyst’s assessments and findings has significant impact on operational units
and the overall salary structure of the classified staff and administrative faculty. Consistent and fair job
evaluation leads to equitable pay systems and organizational structure.
4. Describe the knowledge, skills (to include cognitive requirement and verbal and written
communication), and abilities (to include task complexity, problem solving, creativity and
innovation) essential to successful performance of this job (in bullet format).
Knowledge of:
 State of Nevada Classification System
 Administrative Faculty Salary Model
 Job evaluation methodology
 Nevada Revised Statutes, Nevada Administrative Code
 Board of Regents Handbook, University Administrative Manual
Skills:





Strong verbal and written communication
Organizational and time management skills
Interpersonal and human relations skills
Customer service skills
Proficiency in use of a personal computer and current software applications including but not
limited to Microsoft Office Suite (Word, Access, Excel, PowerPoint, and email)
Ability to:
 Deal tactfully and professionally in stressful situations
 Analyze complicated situations
 Understand and interpret formalized policies, guidelines, rules, and regulations
 Travel as needed
5. Describe the type of personal contacts encountered in performing the duties of the job.
Explain the nature and purpose of these contacts: i.e., to provide services, to resolve
problems, to negotiate.
Internal
Classified Staff, Administrative
Faculty and Supervisors
BCN Campus HR Staff
Reason for Contact
To gather information to determine the job functions and
components of the position being evaluated
To gather or confirm information related to the job evaluation
Position Description – Analyst, Job Evaluation
External
Department of Human Resource
Management
UNLV/CSN
Personnel Commission
Truckee Meadows Community
College, Great Basin
College/Western Nevada
College
Page 4
Reason for Contact
To discuss and research classified job evaluation rules,
interpretations and history
To discuss comparative positions, structures, and processes
To defend classification decisions being appealed
To gather information to determine the job functions and
components of the position being evaluated; to gather or confirm
information related to the job evaluation
6. Indicate the minimum qualifications which are necessary in filling this position should it
become vacant. Please keep in mind the duties/responsibilities of the position rather than the
qualifications of the incumbent.
a.
Minimum educational level, including appropriate field, if any.
Bachelor’s Degree from a regionally accredited institution
b.
Minimum type and amount of work experience, in addition to the above required
education necessary for a person entering this position.
Bachelor’s Degree and two years, or a Master’s Degree and one year, of experience in
Human Resources, operations or business analysis, interpretation and application of
business rules
Preferred Licenses and Certifications:
Professional in Human Resources (PHR) or
Senior Professional in Human Resources (SPHR)
c. Indicate any license or certificate required for this position.
None