USofCC is encouraging all staff to complete the Job Description Questionnaire for the Staff Compensation Study. The deadline is this coming Monday March 2. If you have questions, there are several resources:
- There is an IRIS webpage with all the forms and information:
- On the webpage is an FAQ document, which was recently updated. It’s attached here for your reference.
- HR is conducting one more information session, Thursday Feb. 26 from 2-3pm in 624 S. Michigan, Room 602.
- We have a few Q&As listed below as well.
- If none of your questions are addressed above, get in touch with us at email@example.com.
Please note – as we said before, the goal of this questionnaire is to get accurate data about staff members’ actual and current job responsibilities. This is NOT about justifying our positions, but about getting an accurate understanding of what it is that staff members do across the College. This will hopefully lead to a framework for creating fair pay scales and more explicit job roles and responsibilities that are supported by data, not opinions.
No one’s salary will be decreased as a result of this study. Some people’s salaries may increase. Salary range recommendations for positions that are in the USofCC bargaining unit will be negotiated by USofCC and the college. The college has committed to setting aside $250,000 for the purpose of salary upgrades for bargaining unit members. More information is in the attached MOU signed by USofCC and the college.
If you have questions about any of this, contact us at firstname.lastname@example.org.
- The JDQ refers to policies and procedures. What is a “policy”?
Policies are the rules and guidelines that ensure consistency and compliance with strategic directions. They are the guidelines by which Procedures are developed. Policies address what the Policy is and its classification, who is responsible for the execution and enforcement of the Policy, and why the Policy is required. Policies do not address specific tasks or how they are delivered.
- What is a “procedure”?
Procedures define the specific instructions necessary to perform a task. They usually take the form of a work instruction. Procedures detail who performs the Procedure, what steps are performed, when the steps are performed, and how the Procedure is performed. Procedures do not address why a task is done.
- Many employees are performing tasks that are outside of the scope of the job/duties they were originally hired for. These duties may have been acquired in a variety of ways. Below are some recommendations on how to address these additional duties in the JDQ.
- If they are duties that are a natural outgrowth of your job – list them in the JDQ.
- If they are duties that you are performing on a temporary basis because of a currently vacant position in your department, do not list them in the Major Job Duty section but list them in the comments. If you are unsure whether the position is being refilled, discuss with your Supervisor. If the position is not being refilled, treat the duties as if you acquired them through a position elimination (see next point).
- If they are duties that you are performing because another position in your department was eliminated, and you have been performing them for more than 12 months, then list them as part of your regular job in the JDQ. If you have been performing them for less than 12 months, discuss with your Supervisor whether you will continue to perform these duties for the foreseeable future.
- If in your opinion the completion of these duties as well as your regular duties cannot be reasonably performed well within the scope of one position, you can write your recommendations in the comments.
- The more comments, the better. Use the comment fields to fully describe functions of your position and duties.
- Supervisors can and should be used to discuss various aspects of the JDQ. They should not answer the questions for you, but should be able to provide additional information.