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Over time, changes to jobs and changes in the labor market can create problems in the classification system. If jobs are not properly classified, it may be hard to recruit and retain qualified employees, or morale might suffer. Although Human Resources works hard to maintain the classification system, we have determined a need for an outside consultant to conduct an in-depth evaluation of our classification system and provide recommendations to correct any problems that may have developed over time.
Once the study has been completed, our consultants will provide recommendations that could include changes to job titles, pay grades, career ladders, and pay related policies. The study may recommend pay increases in some cases, but will never recommend pay cuts for any employee. Additionally, job descriptions will be updated to improve their accuracy. The pay study is not about evaluating individual employee performance or capabilities, nor is it about evaluating staffing levels or departmental structures.We expect that the study should be completed by June. Keep in mind that the study will only provide recommendations for changes. Depending upon the cost of the recommendations it may be necessary to phase in implementation over time. Thank you for taking the time to read this important information. If you have questions, please direct them to your supervisor. Additionally, we will be posting answers to commonly asked questions to a new page on the employee site at accgov.com/paystudy.
The two primary components of the study are a market analysis and job evaluations. The market analysis, to be conducted by MAG, will gather information about pay and benefits provided by other organizations in our labor market. We will use this information to determine the extent to which our pay is competitive.The second primary component of the study, job evaluations, is intended to gain a thorough and accurate understanding of each job in the government. For this, we need your help. Each employee will be relied upon to describe his or her job to the consultants through a survey called a Job Analysis Questionnaire (JAQ). The information gathered through this process, supplemented with information provided by supervisors and department heads, will be used to place jobs within the updated classification system.
Yes. In fact, your supervisor is supposed to provide input as well. Your supervisor’s comments and your comments about the duties and responsibilities of your job together create a document that is recognized by the courts as having been prepared by the “subject matter experts”. However, your supervisor cannot change what you say about the requirements of the job once you officially mark it “Finished”. Supervisors can only agree or disagree with you, and enter their own comments separately.
Once you mark your JAQ “FINISHED”, no one can make no changes. Be sure to do a quick read-through on everything you have written to assure that it is accurate when you believe you are done, and then return to the MAIN MENU page and click the “FINISHED” button. That locks it up, and no further changes can be made.