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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 second phase covered the support services positions,
generally those represented by SEIU. The information below represents the
third phase,
which is being conducted during the 2002-03 school year, and covers the
paraprofessional positions represented by CSEA.
PHASE THREE
The following
classifications will be studied during the THIRD year of the study:
Paraprofessional Positions
- Bus
Aide
- Campus
Security Assistant
- Career
Development Technician
- Career
Guidance Technician
- Community
Relations Assistant
- Community
Relations Specialist
- Computer
Resource Assistant I
- Computer
Resource Assistant II
- Extended
Student Services Assistant,
- General
Lifeguard
- Guidance
Facilitator
- Health
Technician I
- Health
Technician II
- Instructional
Assistant
- Instructional
Assistant – Bilingual
- Instructional
Assistant – ELL
- Instructional
Assistant – ESS
- Instructional
Assistant – Music
- Instructional
Assistant – Phys Ed
- Instructional
Assistant – preschool
- Instructional
Assistant – Voc Ed
- Instructional
Assistant I – Special Ed
- Instructional
Assistant II- Special Ed
- Interpreter
for the Deaf
- Lifeguard/Swim
Instructor
- Music
Assistant
- Music
Assistant/Accompanist
- Office
Aide
- Parent
Liaison
- Science
Laboratory Assistant
- Senior
Lifeguard
- Student
Health Care Specialist
- Student
Services Assistant
- Student
Services Specialist
- Teaching
Assistant
- Volunteer
Coordinator
Employees
with questions should contact any of the following:
Bob Guerrero, Personnel Director, Ext. 2115
Debby Wulff, HR Analyst, Ext. 2116
Members of the
Advisory Committee:
Matt Armstrong, Music Assistant, PHS
Sandy Derham, IA-Special Ed, Chaparral
Marg Edwards, IA-Special Ed, Bernardo Hts. MS
Lee Farthing, IA-Special Ed, Creekside
Roberta Markey, Student Services Asst., Painted Rock
Eileen Tucker, Health Tech, Shoal Creek
Stan Wruble, Campus Security, Abraxas
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, December 6, 2002.
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, December 6, 2002.
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
or Debby Wulff at dpwulff@powayusd.com
.
For more information, please contact one of your advisory
members.
Helpful
Hints
When
completing your questionnaire, try to use task statements to
describe what you do. A key to writing these task statements
is to begin the statement with an action verb. Action verbs
have specific meanings that convey the actual work performed.
Helpful action verbs to consider:
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Adjusts
Answers
Arranges
Analyzes
Assembles
Calculates
Calls
Carries
Cleans
Collects
Compiles
Computes
Conducts
Confers
Constructs
Controls
Coordinates
Copies
Creates
Delivers
Designs
Determines
Develops
Diagnoses
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Directs
Enters
Establishes
Evaluates
Examines
Explains
Files
Informs
Inputs
Inspects
Installs
Instructs
Lifts
Loads
Locates
Maintains
Measures
Mixes
Monitors
Operates
Paints
Packages
Performs
Photographs
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Plans
Prepares
Promotes
Receives
Recommends
Records
Regulates
Repairs
Schedules
Selects
Sorts
Speaks
Summarizes
Supervises
Takes
Transcribes
Totals
Trains
Types
Uses
Verifies
Writes
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Where are we now?
(October 24, 2002)
Employees in the Paraprofessional group have been invited to an
orientation session conducted by the Classification Consultant, Mr. Bill
Ewing. The Orientation Sessions are scheduled as follows:
Wednesday, November 6, 2002
10 a.m., 1 p.m., or 3 p.m.
Creekside Elementary School Multipurpose Room
12362 Springhurst Drive, Sabre Springs
Where
are we now? (March 17, 2003)
PRELIMINARY RECOMMENDATIONS
The preliminary findings on the classification part of the study were
received in the Personnel Commission office on Monday, March 17, 2003.
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 Friday, April 18, 2003. 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.
Where
are we now? August 7, 2003 - Approval by Commission
A Special Meeting of the
Personnel Commission was held on
Monday, July 14, 2001. The
Commission, after review of the material submitted by the consultant and
hearing the appeals of affected employees, has accepted the recommendations of
the consultant regarding class descriptions and allocation of individual
employees with the following modifications:
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The
Personnel Commission decided to place on hold the final
recommendations for Instructional Assistant classifications.
This decision is due to the uncertainty surrounding the minimum
qualifications required for these classes and the ongoing discussion
relating to the interpretation of the recent “No Child Left
Behind” (NCLB) legislation. This action applies to the
following classifications: Instructional Assistant
(classroom); Instructional Assistant – Bilingual; Instructional
Assistant – ELL; Instructional Assistant – ESS; Instructional
Assistant – Music; Instructional Assistant – PE; Instructional
Assistant – Preschool; Instructional Assistant I – Special
Education; Instructional Assistant II – Special Education;
Instructional Assistant – Vocational Education.
In addition, the district has
requested that the minimum qualifications be reevaluated for the
following classifications, as well: Lead ESS Assistant;
Computer Resource Assistant II; Sign Language Interpreter; Student
Services Assistant.
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Approval
was given to a new classification description presented for
Instructional Assistant-Vocational Education.
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Bus
Aide
Change language in “Knowledge” section, third item, to read,
“Methods and techniques for meeting the special needs of students
and responding to behavior issues.”
Change language in “Knowledge” section, 5th item, to
read, “Health, safety, and child abuse regulations.”
Change language in “Working Conditions” section, Physical
demands, second item, to read, “Sitting for extended periods of
time in restricted space.”
Change classification title to “Bus Transportation Aide”.
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Career
Development Technician
Change language in “Representative Duties” section, 9th
item, to read, “Prepare and maintain a variety of records, reports
and files related to students, IEP’s, resumes, time sheets, time
studies, employers, vocational profiles and assigned activities; may
assist in the preparation and development of informational materials
such as newsletters and website features as assigned.
Change language in “Representative Duties” section, 14th
item, to read, “May administer routine first aid to students as
needed; assist students with eating activities as assigned; toilet
students and change soiled clothing as required.”
Change language in “Working Conditions” section, Environment, to
add, “Working with adult special needs students (18-22 years of
age).”
Change classification title to “Career/Life Skills Technician”.
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Campus
Security
Change language in “Basic Function” to replace “non-classroom
activities” to “school site activities”.
Change language in “Representative Duties” section, item 6, to
read, “Assist with directing and monitoring traffic as needed;
assure security of cars on campus; assist in preparing and enforcing
parking restrictions and regulations; prepare and process parking
citations and warnings.
Change language in “Representative Duties” section, item 12, to
read, “Participate in a variety of other assigned activities such
as resolving locker problems, maintaining the lost and found,
monitoring unsupervised classrooms, in-school suspension and
Saturday school, and implementing disciplinary actions.”
Change language in “Ability to” section, item 4, to read,
“Learn, interpret, apply and explain rules, regulations, and
policies.”
Change
language in “Ability to” section, item 8, to read, “Learn to
operate a two-way radio, computers, and other assigned equipment.”
Change language in “Hazards” section, item 2, to read,
“Contact with persons under the influence of dangerous substances
or abusive individuals.
Change
classification title to “Campus Security Specialist”.
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ESS
Program Assistant
Change language in “Representative Duties” section, item 3, to
read, “Participate in the hiring, training, and supervision of
regular and student aides; contact substitutes; establish and
maintain employee records for personnel and payroll.”
Change the classification title to “Lead ESS Assistant”.
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Health
Services Technician
Change language in “Representative Duties” section, item 4, to
read, “….may update student attendance-related records and files
including cum folders as assigned by the position.”
Change language in “Representative Duties” section, item 8, to
read, “May assist in performing attendance-related
activities…”
Change language in “Ability to” section, item 13, to read,
“Operate computer and medical equipment as required.”
Change language in “Education and Experience” section to read,
“ Any combination equivalent to: graduation from high school
and two years experience providing health services to children
and/or working in a school office.”
Where
are we now? December 1, 2003
At their meeting of November 19, 2003, the Commission approved the
education and experience requirements for paraprofessional
classifications effected by the NCLB (No Child Left Behind)
legislation. Salary recommendations are to be presented to the
Commission at the December 11th meeting. After they are presented
to the Commission, salary recommendations will be sent to participants
of the study and posted on this website.
Where
are we now? December 19, 2003 - Preliminary Salary Recommendations
Preliminary Salary Recommendations of the consultant were presented to
the Commission at the December 19th meeting. Participants of the
study will be sent the recommendation for their classification and given
the option to request an appeal hearing. Classification
descriptions can be accessed by clicking on the Proposed Class title.
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