FAQ
Classification/Compensation
Human Resources Department
University of Wyoming
http://uwadmnweb.uwyo.edu/hr/HRformslist.htm
2. I am having trouble filling out and/or editing the PDQ form online. Who can I call for help? You can call:
Barbara Esquibel 6-5606 e-mail: barbep@uwyo.edu
The employee completes the PDQ, and then gives the completed PDQ to his/her supervisor for review.
If the position is vacant, the supervisor completes the PDQ.
The supervisor must state whether they agree or disagree with the PDQ as written, but they must state the reason for disagreement by attaching information.
Some departments choose to have the employee and the supervisor meet to discuss the PDQ and determine what, if any, changes should be made before signing.
It is important that the supervisor advise their respective Department Head/Chair and academic Dean or administrative Director about the completion of the PDQ and request for position audit before the form is sent to Human Resources.
The Department Head/Chair or Dean/Director does not sign the PDQ before the position audit, but they need to be informed of the position audit request before the position audit occurs. This is the responsibility of the supervisor.
Once the position has been audited by one of the Human Resources job analysts, the PDQ decision form is completed by the job analyst and sent through the appropriate channels for the required authorization signatures.
The position audit is not finalized until after all required signatures are on the decision.
The decision is returned to Human Resources where it is processed and final copies are sent via scanned Word copy to the employee, or to the supervisor if the position is vacant. The Appointing Authority and the Department also receive copies.
Yes, the e-mail with the PDQ attachment must be sent to us by the supervisor including the supervisor’s e-mail heading.
We cannot receive a PDQ directly from an employee.
A Human Resources job analyst will contact either the supervisor or employee to schedule a time for a position audit interview. (The interview typically takes from one hour to ninety minutes.)
This is an opportunity for you and your supervisor to discuss changes in your position with the job analyst.
This is an informal meeting used by the job analyst to gather information and see examples of work performed to help them make their decision regarding the classification of your position.
Every reasonable effort is made to complete the audit process within four weeks of receiving the PDQ.
There may be other scheduling conflicts or project work that take priority.
The audit will be effective the first day of the month following the date the PDQ decision sheet is signed by the Director of Human Resources.
9. Should
I be performing duties that are not in my position description?
Perform duties as assigned, however, if it is a “regular” duty, it should be added to the duties page.
If you believe duties being assigned to your position are outside your current classification job description, you should complete a PDQ form and request a position audit.
10. Who do I talk to about my upgrade?
Do not assume a position will be upgraded because it was submitted for a position audit.
A position audit may result in Retention or no change, Title Change Only, Upgrade or Downgrade in pay level assignment.
Sometimes positions grow within their position pay grade level range when they take on new assignments. This is not an upgrade to a higher pay grade level, this is movement within the assigned pay grade.
If you have questions, talk with your HR Consultant. The following link will identify the Consultant for your department:
http://uwadmnweb.uwyo.edu/hrclasscomp2/Jtsal.htm
11. What if I am not happy about the audit decision?
First, talk to the job analyst. The Appointing Authority or the employee may request an appeal that must be made in writing with justification for such an appeal to be received by the Director, Human Resources within ten (10) work days after receipt of the audit decision; the supervisor is not allowed to request an appeal. Please see Information Circular 2007-1, paragraph 7 and Appendix A to Information Circular 2007-1 on this web site.
A pre-appeal meeting will be held with the employee, supervisor, job analyst, Manager, Human Resources (Classification/Compensation), and any others with knowledge of the position such as the Appointing Authority to go over the information received during the position audit.
If pre-appeal did not resolve, the request for appeal should be sent to the Director of Human Resources; it can be e-mailed and must include the reason for the appeal.
Members of the Classification Appeals Board will be contacted to schedule an official appeal.
Notice will be sent to the Appointing Authority and the employee with the date, time, and place for the official appeal.
Both the department and Human Resources will present information regarding the position audit to the Classification Appeals Board.
The Board may ask questions during the appeal or may ask others outside the appeal meeting questions regarding the position.
The Board sends an official recommendation to the Director of Human Resources who will review the recommendation and determine to accept it or make a different decision regarding the position.
Reclassifications are based on the characteristics of the position, not the characteristics of the
employee.Any audit conducted can result in Retention, Title Change Only, Downgrade or Upgrade.
The audit process is in no way a reflection of the employee’s work habits or performance.
13. I have heard that reclassifications are commonly referred to as “Promotions”?
Promotions are employee-based, not position-based, and are attained through competing for vacant
positions.While some reclassifications result in a pay increase for an individual, this is not a promotion.
It is a reclassification of the position, which was based on the characteristics of the position, not of the
employee.
14. When an employee has taken on new duties, will the position be reclassified?
New duties may or may not change the classification of the position.
Additional duties that are similar to duties already being performed add to the volume of the work and
don’t necessarily reflect a change in the classification.If the duties are truly different, they may still fall within the current classification of the position.
Classification job descriptions are broad in nature. They cover a broad range of tasks, duties, and
responsibilities.
15. Should I expect my position
to be reclassified because I feel the duties match
the examples
of
work listed in the University
of Wyoming Classification job
description?
The examples of work are only one component of the UW classification.
The UW classifications are only one factor in the total analysis.
Positions are classified based on the complete analysis.
16. Why isn't my position classified the same as a position(s) that I feel has the same duties?
Though it is tempting to draw comparisons, only a "total analysis" can confirm the differences or
similarities between one position and another.There will always exist some differences between positions that are nonetheless classified the same.
There will also be some variation in levels of responsibilities between positions that are classified the
same.These differences contribute to each position’s uniqueness, not necessarily to a unique classification.