Item 4.B-January 10, 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): Vacant
Position #(s): CL 40767
Current Title: Personnel Officer III
Current Range: CL 41/10
(JCC:07.509) )
Department: Associate Vice President, Human Resources /
College/Division: Vice President,
Business Center North Human Resources
Administration and Finance
Account #(s): 1105-104-0601
Action Proposed: (check all that apply) CLASSIFIED TO ADMINISTRATIVE FACULTY
(X) New position: Proposed Range: 4
Proposed Title: Manager, Job Evaluation and Analysis
( ) Title Change, Proposed Title:
( ) Proposed Reassignment from Range
to Range
( ) Revised PDQ only (no change in range or title)
JCC (Current
( ) Line of Progression (show titles below)
or new HR
Range:
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
__________________
Date
____________________________________________________________
Director/Chair/Dean
Tim McFarling, AVP, Human Resources
__________________
Date
Approved for Salary Placement Committee review.
____________________________________________________________
__________________
Pres / Vice Pres / Vice Prov Signature Ron Zurek, VP, Administration and Finance Date
Action Approved by the Provost/President (Completed by Faculty HR):
67499 Range:
4
Pos #(s):
JCC:
EEO: 3D
Eff: 1/1/2013
Approved Title: Manager, Job Evaluation and Analysis
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 - Manager, Job Evaluation and Analysis
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 Manager, Job Evaluation and Analysis, has responsibility for overseeing job analysis, desk
audits, job evaluation and slotting of positions for appropriate compensation for both classified and
faculty positions. The incumbent manages the workload of the unit and works closely with the
recruitment function within HR. The Manager assists departments in evaluating the organizational
structure of the unit and provides guidance as to the appropriate employee type and level to meet the
department’s needs. Salary equity issues for classified employees and appropriate slotting of
administrative faculty on the salary schedule are responsibilities of this position. The position reports
to the Associate Vice President, Human Resources.
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).
45% - Manage the Classified and Faculty Job Evaluation Process
 Manage the classification (job evaluation) process for classified employees and the placement
(job evaluation) process for administrative faculty by assessing requests, assigning resources
and managing the workload
 Ensure adherence to the Nevada Revised Statutes. Nevada Administrative Code, Nevada
System of Higher Education Code, and the University Administrative Manaual for all
classification and compensation matters
 Assign job evaluations and audits to staff. Provide guidance as to the approach, technique and
mechanisms for assessing positions and units
 Work closely with the recruitment staff on job evaluation issues which affect recruiting
 Evaluate internal work processes in order to streamline work flow, documentation and internal
records
 Provide final review of position classification audits and administrative faculty placement
decisions
 Develop HR analysts to handle more complex job evaluations of both classified and
administrative faculty positions
 Ensure compliance with policies, regulations and statutes related to job evaluation
 Administers the classified compensation plan including equity analysis and recommendations
for accelerated rates.
40% - Conduct Job Evaluations for Classified and Faculty Positions
 Conduct audits and assessments of high level classified and faculty positions
 Provide ideas, options and suggestions to operational managers as to appropriate employee
type, classified job class specifications and administrative faculty ranges
 Assess organizational structure of units and consult with operational managers regarding
strategies for the most efficient and productive use of personnel, structure and position
integration
 Advise supervisors and managers of possible duties and responsibilities which would affect
classification determinations
 Analyze requests for classified accelerated rates and provide recommendations to the AVP,
HR
 Conduct period studies of positions across units for comparative and equity purposes
Position Description - Manager, Job Evaluation and Analysis
Page 3
10% - Training
 Train Human Resource partners on preliminary steps of job analysis/evaluation and writing of
Position Description Questionnaires and Work Performance Standards
 Coordinate development activities for HR staff to enhance their knowledge of job
analysis/evaluation
 Continually develop analysts
5% Appeals and Liaison with Department of Human Resource Management (DHRM)
 Administer classification appeals for second level review by conducting review of the analysts
decision, briefing the AVP, HR and communicating with the affected employee
 Serves as liaison with DHRM managers on complex issues, NAC and NRS interpretation, and
procedural rules
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 Manager has significant freedom in the day to day decisions of the unit and frequently makes
determinations as to whether a position is accommodated in the classified or administrative faculty
system. The incumbent makes recommendations to operational managers regarding positions and
responsibilities within their department and on occasion will suggest possible structural changes or
position integration. Complex job evaluations, significant organizational structure changes or high
visibility issues are discussed with the AVP, HR prior to taking action.
Impact:
This position has significant impact on all University units as well as the other northern NSHE
institutions. Decisions may impact the structure of the operational unit, employee retention, internal
equity and hiring. Accurate job evaluation/analysis can lead to higher morale and productivity,
organizational congruence and effectiveness. Failure to perform can result in employee inequities,
dissatisfaction and non-compliance with policies, rules and regulations.
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:
 Human resources practices and principles
 Job evaluation theory, including state/civil service systems and professional methodologies
 Fair Labor Standards Act
 Organizational behavior theory and application
 Complex organizations
 Employment law and regulations
 Operational departments
Skills:
 Job analysis and desk audits
 Problem Solving
 Communication – verbal and written
Position Description - Manager, Job Evaluation and Analysis
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
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Page 4
Organizational
Interviewing
Presentation
Ability to:
 Influence
 Provide detailed feedback
 Assimilate related information into a comprehensive document
 Make difficult decisions
 Build rapport and strong relationships
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
Employees, Managers and
Supervisors
Internal HR Professionals
External
Employees, Managers and
Supervisors in NSHE institutions
HR Professionals at other
NSHE institutions
DHRM staff
Reason for Contact
To understand the duties and responsibilities of positions as well
as organizational structure of the unit. To articulate the process
and rationale for decisions
To coordinate activities related to job evaluation, reclassification,
and promotion
Reason for Contact
To understand the duties and responsibilities of positions as well
as organizational structure of the unit
To coordinate activities related to job evaluation
To problem solve, clarify policy and seek interpretation of complex
regulations
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 four years, or Master’s Degree and three years, of experience
in human resources with emphasis in job evaluation, compensation, or recruitment
Preferred Licenses or Certifications (one or all of the following):
Senior Professional in Human Resources (SPHR)
Professional in Human Resources (PHR)
Global Professional in Human Resources (GPHR)
c.
Indicate any license or certificate required for this position.
None