Good
management and personnel practices require that classifications be
reviewed periodically. In
that light, the Personnel Commission, in cooperation with the Poway
Unified School District, is embarking on a Classification
Study again, having just gone through it five years ago.
The purpose of these studies is to ensure that the classified
personnel position descriptions accurately and correctly describe the
duties and responsibilities of the job, and to study the salaries of the
positions to ensure proper alignment within the district, as well as a
comparison to a similar job market.
The
study is being conducted over a three year period of time.
The first phase was a classification study of the positions in
the Office, Clerical, Confidential, Business Services, and Technical job
families. The information below represents the second phase,
which is being conducted during the 2001-02 school year, and covers support
services positions, generally those represented by SEIU. The third phase will be conducted during the 2002-03 school year, and will study the Paraprofessional classifications.
PHASE TWO
The following
classifications will be studied during the Second year of the study:
Food Services Classifications:
Lead Food Services Assistant
Food Services Assistant II
Food Services Assistant I
Transportation Classifications:
Senior Mechanic
Mechanic
Automotive Parts Buyer/Storekeeper
Driver Instructor
Assistant Mechanic
Service Worker
Behind the Wheel Instructor
Bus Driver
Service Attendant
Grounds Classifications:
Lead Groundskeeper
Sprinkler Repair Tech II
Sprinkler Repair Tech I
Turf Equipment Operator
Groundskeeper II
Groundskeeper
Warehouse Classifications:
Storekeeper
Food Services Warehouse Operator
Warehouse Worker
Operations Classifications:
Athletic Equipment Attendant/Trainer
Lead Custodian
Senior Crew Chief
Crew Chief
Custodian
Athletic Attendant Facilities Classifications:
Sr. Project Controller
Lead HVAC & Refrigeration Technician
HVAC & Refrigeration Technician
Computer Repair Technician
Electronics Technician
Telecommunications Technician
Electrician
Plumber
Lead Mobile Repair Unit
Carpenter
Roofer
Locksmith
Painter/Glazier
Project Controller
Equipment Operator
Maintenance Worker II
Maintenance Worker I
Delivery Worker Employees
with questions should contact any of the following Members of the
Advisory Committee:
Bob Guerrero, Personnel Director, Ext. 2115
Doug Collins, Transportation, Ext. 2636
Dee Hernandez, Transportation, Ext. 2636
Harold Gann, M&O
Donna Fuller, Food Services, RBHS, 485-4814 or 748-0513
Matt Tyburski, Grounds, RBHS, 684-7241
Clayton Dale, Custodial, Garden Road, Ext. 2300
Affected
employees will be provided with information needed to participate in the
study. A “Position
Information Questionnaire” is to be completed by participants and
returned to their immediate supervisor by Friday, November 9, 2001.
To
download the Position Information Questionnaire, click HERE.
This
form is in PDF format. PDF
format allows you to view your form electronically on most computers.
The freely available Adobe Acrobat Reader is required to view and
print PDF files.
Disclaimer:
PUSD is not responsible for Adobe Acrobat Reader or your use of it.
The link above is provided for your convenience and does not in any
way constitute an endorsement of this software product or company.
The
information provided in this questionnaire will be the primary tool for
assuring that your position is properly classified.
It is vitally important that we receive accurate information from
you about the content of your position.
We
recognize that the form asks for a great deal of information.
Hopefully, participants can understand why this is needed.
It usually takes two to three hours to complete the questionnaire.
Employees and supervisors should schedule this time during the
employees' regular work hours.
Frequently
Asked Questions
Why is this classification study being done?
PUSD, in coordination with the Personnel Commission, has voluntarily
contracted to have the classification study done for two reasons:
1. To ensure that the classified job descriptions accurately reflect
what people are currently doing "on the job".
2. To ensure that the salary ranges for classified positions allow
the District to recruit and retain employees who are qualified and capable
of performing the jobs.
Who
is doing the study?
PUSD has contracted with Ewing and Company, a Human Resources
consulting firm, to conduct the classification study. Ewing and
Company is responsible for collecting and analyzing the data it receives
from PUSD employees.
Which
employee groups will be studied, and when?
The Classification Study is a three year study. Employees with
positions in the Office, Technical, Business Services, and Confidential
job families were studied in the first year. Employees in Support
Services positions are being studied in the second year (2001-2002 school
year); and employees in Paraprofessional positions will be studied during
the third year (2002-2003 school year).
How
was the job order determined?
Employee groups are being studied in the same order in which they were
previously studied five years ago. Therefore, no position is waiting
longer than another to be studied.
Will
the study be objective?
PUSD is committed to having accurate data on which to base its
classification decisions. It is for this reason that Ewing and
Company was hired to do an objective classification study.
How
will the study be conducted?
Employees will be asked to complete a survey form. This form
will probably take two to three hours to complete. The completed
form should be turned in to the employee's supervisor who will review the
form, add comments, sign it, and return it to the Personnel
Commission. Ewing and Company is responsible for analyzing the forms
and developing job descriptions/titles based on the results of the
surveys. Interviews will be scheduled with a selected number of
employees in each classification. Preliminary classifications
and assignment of positions to classifications will then be be
presented.
Who
will be interviewed?
At least one employee in each job classification will be interviewed
as will employees and supervisors who request an interview.
Interviews will also be scheduled regarding any positions that appear to be very
different from the current classifications. Ewing and Company will also
conduct interviews when they have questions about a survey's information.
Will
employees be given work time to complete their portion of the study?
Employees and supervisors should work out time for the surveys to be
completed during the work day. This may be a block of time or
smaller increments depending on the work needs.
What
is the best way to describe my work duties?
Volume of work is not what's important, nor is the amount of coverage
for your responsibilities. Answer the questionnaire with what your
work duties actually are. Using action verbs is the most effective
way to describe your work duties. Use verb as the leading word of
the statement. For example: "Collect and verify receipt
of enrollment forms". Be sure to use accurate verbs. As
an example, "collect and verify receipt of enrollment
forms" is very different from "analyze enrollment
forms".
When
is the questionnaire due?
You should submit your questionnaire to your immediate supervisor for
review by no later than Friday, November 2, 2001.
What
happens if I do not submit a questionnaire?
Employees who do not submit a completed questionnaire will have
no rights to appeal the recommendations of the study.
Who
is my supervisor for the purpose of review of the
questionnaire?
Your direct supervisor is the person who is responsible for conducting
your evaluations. This is the person to whom you should submit your
questionnaire.
Will
my supervisor change my answers?
Your supervisor will NOT alter your statements in any way. The
last page of the questionnaire is provided for your supervisor to provide
comments on what you have written. This is not intended to serve as
a performance review, an evaluation or staffing review. The
supervisor's comments are not confidential and may be read by you.
Will
everyone get raises?
While it is likely that some classifications will be adjusted to
reflect current market value for the duties and responsibilities, there is
no reason to believe that every or even most classifications will be
adjusted. All recommendations for salary adjustments will be
negotiated between the employee bargaining unit and the District.
Can
an employee's salary be lowered as a result of this survey?
No. Employees may stay the same on the salary schedule, but no
one's salary will be reduced.
How
will market place pricing be determined?
Market place pricing is generally determined by gathering information
from job markets similar to PUSD. This most likely will include other school
districts which are similar in size and geographical location to PUSD.
It may also include other public sector organizations.
What
happens after the study is completed?
The results of the study and any recommendations by Ewing and Company
will be presented to the Personnel Commission and the district. Any
changes as a result of the study must be negotiated with the appropriate
bargaining unit.
What
is the role of the Advisory Committee?
The advisory committee
consists of at least one representative from each of the job families
being studied. This committee will be a liaison between the employee
groups and the consulting firm to relay information and concerns between
both. They can be contacted for information at any time.
How
can I get other questions answered?
For answers to questions that are not listed on this page, please
contact any advisory committee member or call the Personnel Commission
office (858-679-2545). You may also e-mail Bob Guerrero at bguerrer@powayusd.com.
For more information, please contact one of your advisory
members.
Where are we now?
(November 20, 2001)
Completed
survey forms were forwarded to Ewing and Co. on
Tuesday,
November 20, 2001.
PRELIMINARY RECOMMENDATIONS
The preliminary findings on the classification part of the study were
received in the Personnel Commission office on Tuesday, February 19, 2002. A meeting was held with the Advisory Committee on Tuesday,
February 19 to review the preliminary recommendations of the consultants.
Important
information from the consultants:
Please
remember that your description may be quite general and may relate to a
wide variety of highly specialized positions. This description is
designed to be a broad definition of a classification, not a position
description. We are seeking your review of the description to
determine whether your position seems to fit the overall definition,
scope and intent of the classification. Please do not be concerned
if you do not find your position on every line.
You
may note that at the end of some of the duty statements there is an
italicized "E". This is strictly for use in compliance with the
Americans with Disabilities Act. You do not need to comment on
these.
It
is important at this point to receive your input if you have concerns.
We encourage you to complete the attached feedback form regarding the
recommended classification for your position. Please remember that
at this time we are only recommending the most appropriate
classification for your position - not placement on the salary
schedule. The salary recommendations will come following the
salary survey.
Therefore,
we ask you to do the following:
1. Review the classification to
which you have been assigned and read the class specification carefully.
A complete set of all the class specifications is available at each site
and at the Personnel Commission Office.
2. Determine whether you wish to
appeal the recommendation of the consultant as to your classification.
If you wish to appeal, complete the attached form and send it to the
Personnel Commission Office (mail, FAX or e-mail) as soon as possible, so that it is received
no later than 4:30 P.M. on Monday, March 4, 2002. If
we do not receive a form from you, we will assume you are satisfied with
the classification title and description.
3. Suggest any changes to the class
specification you believe are appropriate. If you wish to suggest changes of wording in the
specification, please forward your suggestions in writing to the
Personnel Commission Office. If the suggested changes do not
change the concept of the class, the consultant will not arrange another
meeting with you, but will notify you in writing concerning your
suggested changes.
Appeal/Feedback
Form
To access a MS Word copy of the Appeal & Feedback form please click here.
Please note the deadline to submit this form is 4:30 p.m. on Monday,
March 4, 2002.
Classification
Description Drafts
Listed below are links to
each of the classification description drafts for this phase of the
study. Remember that these are DRAFTS and are to be
considered preliminary recommendations.
Principals:
Please be aware that the position titles can be different than the
working titles used at your site. Please refer to your PSU plan or
consult your site secretary to
correctly identify the positions you are reviewing. This pertains
to title changes only. If any of your employees are being
recommended for reclassification, you will have received separate e-mail
communication to designate who is affected and what position changes are
recommended.
Classification
Description Drafts: Click on the title for the position
description.
Where
are we now? (June 27, 2002)
On June 23, 2002, the Personnel Commission voted to accept the
recommendations of the consultants with the following changes:
Where
are we now? (September 11, 2002)
SALARY RECOMMENDATIONS
Click here to review the Salary
Range Recommendations. It is in PDF format.
Final
Range Recommendations
At the December 12, 2002 meeting of the Personnel Commission, a
motion was made to approve the Salary Range Recommendations of the
consultant, Ewing and Company, with noted changes by the Personnel
Commission. The motion was approved.
Click here to review the
Personnel
Commission Approved Ranges. It is in PDF format.
Where
are we now? August 14, 2003
SEIU and the District reached a tentative agreement on July 17, 2003
regarding the classification study salary proposal. The agreement will be up
for SEIU membership ratification on September 10, 2003. If ratified, it will
be sent for Board approval on October 20, 2003,
|
