Position Review
Questionnaire
Used to document details of position attributes
to define, prepare or update a job description
Salary Study Workteam
Texas A&M University Central Texas
Spring 2014
Salary Study Workteam
5.1.2014
Position Review Questionnaire
Overview and Instructions
The questionnaire you are about to undertake is the next step beyond certifying your job description. In
completing this questionnaire, you will be detailing your current job in terms of critical components and
associated skills. Responses will be compared internally and with data gathered from other educational
systems. This is a critical step within the Staff Compensation Study currently being conducted.
Purpose
The purpose is to collect objective information on position requirements, and this may be different than
your own personal skills and qualifications. The questionnaire is NOT intended to measure individual
employee skills or performance levels. Keep the job requirements in mind. When answering each question,
keep imagining that your position is vacant and you have been asked to IDENTIFY the position
requirements.
Process
• Complete the questionnaire, providing as much detail as possible.
• Sign and route to your immediate supervisor for review ONLY.
• If edits, comments or additional information/explanation is necessary, the supervisor should add
information in the supervisor’s comment section ONLY.
• Supervisor signs and dates document and forwards to Employee Services.
• Please be sure to keep a copy of the completed document for future reference.
Compensation will review the questionnaire for completeness and ask follow-up questions if necessary
or request a face to face interview for clarification. Future job description will result from this
questionnaire.
Priorities
The answers to this questionnaire should describe the various aspects of the work performed;
Be as thorough and detailed as possible. Answer based upon how this job currently exists, not
with anticipated changes. Answer only the one best answer. If a question does not apply,
indicate with N/A.
Keep in mind the following questions:
• What is the most important (critical) task performed? (NOT
the task that takes up the most time) Consider tasks,
assignments and responsibilities over a period of time to
ensure you cover the entire job.
• Who do you rely on for information necessary to do your job and why?
• Who do you routinely provide information to and why?
• Does this job require specific training, entail fiscal responsibility, and/or supervision?
• What happens if tasks are not done? Do not overstate or understate your responsibilities please.
• How would you describe this job to another person? (This is the 20-second elevator answer)
2
Position Review Questionnaire
Section 1 General Information
Your Name:
Today’s Date:
Current Job Title (system):
Working Job Title (if different):
Department Name:
College:
Supervisor’s Name:
Supervisor’s Title:
Length of time in current position:
Length of time with TAMUCT:
What positions report to you?
Are you EXEMPT
3
Are you NON-EXEMPT
Position Analysis Questionnaire
Section 2 Compensable Factors
FACTOR 1: Responsibilities
1.1 Problem Solving and Independent Judgement
This job factor measures the extent of independent authority for making decisions and
recommendations that impact policies, procedures, and practices.
□
□
□
□
□
4
Performs tasks and duties under direct supervision, using well-defined policies and
procedures. Work is reviewed by supervisor. A limited opportunity exists for exercising
independent judgment and decision making. Refers most problems to supervisor.
Performs tasks and duties under general supervision, using established procedures
and some innovation. Chooses from limited alternatives to resolve problems.
Occasional independent judgment is required to complete work assignments. Often
makes recommendations to work procedures, policies and practices. Refers unusual
problems to supervisor.
Performs duties within scope of general University policies, procedures, and objectives.
Analyzes problems and performs needs assessments. Uses judgment in adopting broad
guidelines to achieve desired results. Regular exercise of independent judgment within
accepted practices.Makes recommendations that affect policies, procedures, and
practices. Refers exceptions to policy and procedures to the supervisor.
Develops objectives and general policies and procedures for a specific program or
functional area of responsibility within the general scope of established operational goals
and plans. Day-to-day work and decisions do not require direction or review by
immediate supervisor. Frequently solves complex problems. End results are reviewed by
supervisor. Strategic issues are referred to the supervisor.
Develops strategic direction, goals, plans, and policies for an area of responsibility. Sets
broad objectives and is accountable for overall results in respective area of
responsibility. Authority to make independent decisions on matters of significance.
Requires high degree of independent judgment and problem solving of complex
problems.
Position Analysis Questionnaire
1.2. Work Complexity/Budget Authority
This factor measures the variety, difficulty, and magnitude of tasks and responsibilities necessary
to complete the work.
□
Tasks are highly interrelated and simple. Work consists of fairly standard procedures
and tasks. May include a high percentage of manual duties. No responsibility for
budget, revenues, and/or expenditure authority.
□
Tasks are multiple and focus more on single processes. Work is sometimes
standardized and sometimes varied. No responsibility for budget, revenues, and
expenditure authority.
□
Tasks are multiple and diverse with some interrelationship across processes. Handles
some unrelated functions. Work requires the direct application of a variety of
procedures, policies, and/or precedents. May monitor budget activities but no
responsibility for budget and expenditure authority.
□
Tasks are multiple and diverse with some interrelationship across processes. Handles
some unrelated functions. Work requires the direct application of a variety of
procedures, policies, and/or precedents. Some responsibility for budget and
expenditure authority.
□
Tasks and responsibilities require integration of diverse functional areas and involve
variables that are more abstract. Work is substantially complex and varied, and
requires the interpretation of technical and detailed guidelines, policies, and
procedures in combination. High-level responsibility for budget, revenues, and/or
expenditure authority.
Are you responsible for a budget?
YES
If yes, please describe your participation in the budgetary process.
5
NO
Position Analysis Questionnaire
1.3. Supervisory Responsibilities
This factor measures the degree of responsibility for other employees and direct control over the
quantity and quality of other’s work.
No supervisory responsibility for employees or students.
□
Lead worker over others in similar jobs and/or provide work leadership and direction for
□ students and/or employees.
Supervises a section within the department or a small department of direct reports.
□ Includes some human resources responsibilities for direct reports. Confers with
□
manager or director about human resources and operational issues. If no supervisory
responsibilities, coordinates multiple units across the university as single incumbent for
critical function.
Manager of one department. May manage staff through supervisors and has some
human resources responsibilities for direct reports. Organizes and directs the work
activities of staff. Performs performance evaluations and makes disciplinary
recommendations.
Manager of more than one department. Manages staff through supervisors and has
□ some human resources responsibilities for direct reports. Organizes and directs the
□
6
work activities of staff. Performs performance evaluations and makes disciplinary
recommendations.
Responsible for overall direction of more than one distinct and independently
structured department through subordinate associate or assistant directors. Has human
resources responsibilities and authority to hire, discipline, and terminate staff. This
position typically reports to a senior executive.
Position Analysis Questionnaire
FACTOR 2: Knowledge
2.1 Education and Training
This factor measures the minimum level of formal education, specialized training, and
professional licensing and certification required to perform the work.
□
□
□
□
□
High school diploma or general equivalency education.
□
Master’s Degree (M.A. or M. S. or M.B.A.) or equivalent and knowledge in a specialized
field.
□
Master’s Degree (M.A. or M.S. or M.B.A.) or equivalent and knowledge in a specialized
field; and extensive training and/or specialized advanced certification and/or licensing
□
Doctoral Degree or equivalent.
High school diploma or equivalent and specialized or technical training and/or
vocational or technical or business school.
Some college or Associate Degree (A.A.) and/or specialized training or certification.
Bachelor’s Degree (B.A. or B.S.) from four-year college or university or equivalent.
Bachelor’s Degree (B.A. or B.S.) or equivalent; and extensive training and/or
specialized advanced certification and/or licensing.
2.2 Work Experience
This factor measures the minimum amount of job-related experience, whether gained inside or
outside the University, in order to be hired or promoted into the position.
□
□
□
□
□
7
No prior work experience required.
Requires less than 12 months of related experience.
Requires one to three years of related experience.
Requires more than three years, up to and including five years of related
experience.
Requires more than five years of related experience.
Position Analysis Questionnaire
2.3 Skill
This factor measures the demonstrated ability to use appropriate tools, equipment, and methods
accurately in support of workflow and job function.
□
Requires working knowledge of standard practices, procedures, and equipment.
□
□
Requires working knowledge of specialized practices, equipment, and procedures.
Requires working knowledge of complex systems and procedures.
FACTOR 3: Communication
3.1 Interpersonal Contact
This factor measures the scope, frequency,and purpose of relationships with internal and/or
external constituents.
8
□
Little or no contact with others outside the University and infrequent contacts
with University personnel. Purpose of contact is to provide and/or receive
routine information or documents
□
Some contact with others, including students, general public, visitors, and
University personnel. Purpose of contacts is to provide or obtain explanation or
additional information
□
Regular contact with others, including students, general public, visitors, and
University personnel. Purpose of contacts is to explain, clarify, or interpret
information. May handle confidential information and some complex
matters.
□
Regular and substantial contact with others. Contacts usually involve discussions
related to policies and programs and may include proposal or grant writing,
negotiation with vendors, solicitation of financial donations for the University,
and the like. Handles sensitive, complex, and/or confidential information.
□
High-level contact with others in key positions. Contact usually involves several
areas within the University and/or with community, government, business leaders,
media, and dignitaries. Typically handles highly sensitive and/or confidential
information.
Position Analysis Questionnaire
3.2 Customer Service Relationships
This factor measures the scope and skill level of building and maintaining customer service
relationships.
□
Requires normal courteous interaction and basic interpersonal skills and tact to
communicate with others. Forwards complaints or non-routine inquiries or requests to
someone else to handle.
Requires moderate interpersonal and communication skills to ensure that customer
□ requests or needs are met. Acknowledges and clarifies customer inquiries, requests, or
complaints to ensure that needs are identified, documented and addressed.
□
Assesses and diffuses problem situations and requires influencing others to reach
consensus. Requires tact and diplomacy to handle difficult customer situations. Requires
advanced interpersonal and communication skills to establish and maintain internal and
external customer relationships. Explores alternatives and creative solutions to meeting
the needs of the customer.
□
Anticipates customer needs and regularly motivates or influences others to deliver
customer service excellence. May troubleshoot highly sensitive or confidential issues.
Personally ensures problem resolution. Identifies barriers to effective customer service and
sets customer service standards. Establishes a customer feedback system and holds self
accountable for customer service excellence within the department or program.
FACTOR 4: Working Conditions
This factor measures the unavoidable physical demands, environmental elements and
safety/hazardous conditions under which the work is performed.
9
□
Work is performed within routine office environment with no exposure to hazardous or unpleasant conditions.
Physical demands are usually limited to sitting or standing in one location much of the time. Some stooping,
lifting or carrying objects of light weight may be required.
□
Working conditions involves some exposure to moderate risk of accident and require following basic safety
precautions. Physical demands include moderate physical activity that includes prolonged standing and/or
walking, handling moderate weight objects and/or using or carrying equipment. Work may require routine
travel.
□
Work involves heavy physical effort and exertion of various kinds with frequent exposure to unpleasant
elements, such as extreme temperatures, chemicals, fumes, gases, loud noises, dirt, dust, smoke, etc.
Movement may be restrained or confined.
□
Work involves strenuous physical activities of various kinds with continuous exposure to hazardous
substances, potentially dangerous situations, unpleasant work conditions such as adverse weather
conditions or extreme risk of accident or ill health.
Position Analysis Questionnaire
Section 3 Comments
Please provide any additional comments below.
FACTOR 1: Responsibilities
Factor 2: Knowledge
FACTOR 3: Communication
FACTOR 4: Working Conditions
Completed by : ______________________________ Date______________________
(signature)
10
Position Analysis Questionnaire
Supervisor’s Section
□ I have reviewed the content of this document and agree with the content as
presented.
□ I have reviewed the content of this document and would like to make the
following additions/clarifications:
Signature:
Date:
Additions/Clarifications:
11