Information Session for Employees

1. Information Session for Employees

2. Classification & Compensation Study • Public Sector Personnel Consultants • Classification: Job analysis & Job Descriptions • Compensation: Market Survey & recommendations for new Compensation Methodology • Compensation Committee: representatives from Classified & Professional/Technical Employee Associations, and Administrators

3. For all Classified, Prof-Tech employees and AE Instructors Not for full-time faculty, adjunct, IA’s, CA’s, hourly employees, or Administrators Position Analysis Questionnaire (PAQ) 100 Interviews to be conducted New Job Descriptions Consultant will make recommendations for classification changes No PAR process this year – use the PAQ Classification Study

4. Classification Study • What is a PAQ? • PAQ is a form that asks detailed questions about ACC jobs • Every Prof/Tech, Classified employee and each AE Instructor completes a PAQ • Five Sections in PAQ: • Section I: All employees • Section II: Employees who are supervisors • Section III: Immediate supervisor review/approval • Section IV: All next levels of supervision • Section V: Final level of supervision (Deans, AVP’s, VP’s)

5. Classification Study • Timeline Nov 14-18 Supervisor Information Sessions Nov 28-30 Employee Project Briefings Nov 28-Dec 9 PAQ’s completed Dec 9 – Jan 4 Supervisors review, comment, approve PAQ’s Jan 5 PAQ’s should be in HR Jan & Feb Consultant reviews PAQ’s March Appeal process

6. Austin Community College Position Analysis Questionnaire (PAQ) Employee Orientation

7. POSITION ANALYSIS QUESTIONNAIRE • This form is designed to assist you in describing your position. • You are asked to fill out this form because you know the duties and responsibilities of your position better than anyone else. • If a question does not apply to your position, please write "Not Applicable" or "N/A" for that item. • Please download form and type; or print or write your answers very legibly. • NOTE: It is the position that is being studied, not the employee.

8. DEMOGRAPHIC INFORMATION • POSITION’S JOB TITLE: (As it appears on ACCeTime) • EMPLOYEE'S NAME: • DEPARTMENT: • WORK TELEPHONE NUMBER & E-MAIL: • SUPERVISOR'S NAME & TITLE: • SUPERVISOR’S WORK TELEPHONE NUMBER • & E-MAIL

9. SECTION I • POSITION’S PRINCIPAL PURPOSE: POSITION’S PURPOSE: Please state briefly, in several sentences, the principal purpose or function of your position.

10. WORK ACTIVITIES LIST: List only the major functions in order of importance. Provide a brief description for each duty so that it can be understood by someone not familiar with this kind of work. Indicate the approximate percentage of total working time you spend on each major work activity. You may use any time period that is convenient, such as daily, weekly, monthly, or annually. % of Time 1. 2. 3. 4. 5. 6. 7. 8.

11. C. INFORMATION SOURCES: What major sources of information or principal documents do you use to do your job? (Some examples listed in PAQ) D. EQUIPMENT, TOOLS AND MATERIALS: What machinery,vehicles or motorized equipment do you use in your work, and how often do you use each (daily, weekly,etc.)? What equipment, hand tools, and/or instruments do you use? (Some examples such as PC/s, copiers, etc. are listed in PAQ)

12. PHYSICAL REQUIREMENTS: Are there any special physical skills or efforts required on your job? (This question is for compliance with ADA and includes extraordinary strength, physical agility, manual dexterity, and visual acuity.) Please check all the boxes that apply to your job along with a percentage of time for each. Any that you check should be a regular part of your job. • ENVIRONMENTAL WORKING CONDITIONS: What Unusual and/or special environmental working conditions affect your job, such as hazardous chemicals, etc.

13. WORK ASSIGNMENTS: How do you receive your assignments? (Orally or in writing) How specific or general are these instructions? Please explain. How are priorities and/or deadlines decided for your position? At what stage, and by whom (job title) are your assignments normally reviewed? How do you and your supervisor determine the quality of your work? How often do you meet with your supervisor regarding work assignments?

14. H. TRAINING AND EXPERIENCE: Please indicate the MINIMUM formal educational level required that is essential to do your job and any specialized discipline or trade-related education/training that is relevant to the work performed. Please indicate the number of years (or months) and type of prior job experience that is essential before an average person could perform your job successfully? (Not what you personally have, but what the job requires) What license(s), certification(s) or registration(s) are necessary to obtain and maintain for your job? If not required at time of hire, when were they required? There is a specific set of questions for IT & IRT positions only related to programming languages and systems in this section.

15. I.AUTHORITY/ACCOUNTABILITY: What kinds of actions, documents, plans or functions requireyour verbal and/or written authorization? What significant decisions are you authorized to make withoutclearing them through your supervisor? What decisions requireclearance from your supervisor? Please give examples. What are the most difficult/important decisions you make? Describe their impact on your organizational unit, department, other employees, campus/District, students, and/or the public and community.

16. J. INTERACTION WITH OTHERS: Within your immediate work group/unit/department. Within ACC – other departments/campuses/district office outside the immediate work group Outside ACC – students, consultants, governmental agencies, vendors, contractors, members of the community etc. Don’t forget to include the purposeof these contacts.

17. This is the End of Section I If you do NOT have a supervisory role, please print the PAQ, sign it, and give it to your supervisor. If you DO have a supervisory role, please complete the Supervisory Position Questions in Section II

18. SECTIONII SUPERVISORY POSITION QUESTIONSTo be completed only by individuals who supervise other employees A. 1. DIRECT SUPERVISION/SPAN OF CONTROL: Please indicate the job titles and names of the employees who report directly to you, and not through a subordinate supervisor. A. 2. INDIRECT SUPERVISION/SPAN OF CONTROL: Please indicate the number of employees who report indirectly to you through a subordinate supervisor.

19. SUPERVISORY RESPONSIBILITIES: Does your position have the authority to take any of the following actions? YesNoYesNo Prepare work schedule   Prepare employees' Assign/review work   performance appraisals  Train employees   Approve sick leave/vacation   Assign/approve OT   Recall employees to work Assign/approve comp   emergencies   time Initiate corrective action   Approve timesheets   Other (List): Develop employees  Do you make recommendations on the following actions to your supervisor? Hire employees   Reclassify employees   Transfer employees   Suspend employees   Terminate employees   Other (List):

20. SECTION II – Supervisory Employee Signature: When you have completed your PAQ, please print this PAQ, sign and date it, and give it to your next level supervisor. SECTION III – Immediate Supervisory review and approval: You many not change any information the employee has included, however, you may make additions or modifications using this form.

21. SECTION IV – Next Supervisory level review/approval: This section is for the next supervisory level, if needed, that is not at the Administrator, Dean, AVP or Vice President’s level. (Those Administrators complete Section V) Repeat this process for all supervisory levels in your department. Each department will be different and the list of what is required for “next level” will be on the web.

22. SECTION V – Final Supervisory level review/approval: This section is for the Administrator, Dean, AVP or Vice President’s comments, approval and signature. The completed document, along with an organizational chart for the department, is to be forwarded to Vicki West, Compensation Manager. Human Resources will review the document to verify it is complete and will send it to the Consultants.