classification or if they are missing pertinent information.
13. Reclassification PPS Entries: Please do not make PPS entries until the jd's have been put in the library. That way if there is a problem with the classification, supervisory designation or bargaining unit removal, you won't have to back the information out of PPS, causing distress to you, the employee and the supervisor. Supervisory designations have to be approved by Compensation, and if it is a represented position being removed from the bargaining unit, we need to wait for the Bargaining unit's mutual agreement. So for these reasons, the PPS entry should not be made until you hear from us.
14. Bargaining Unit Removals: Please provide the previous jd number in the Department Classifier Comments section. For a jd that will remove a position from the bargaining unit, Compensation has to approve it first, and then the unions are notified by Labor Relations of our intent to remove the positions from the bargaining unit. We have to provide the union with both the new and old jd's now when positions are being removed. Again, in many case. we need to wait for the Bargaining unit's mutual agreement before we can proceed with the reclassification out of the bargaining unit.
13. How to Write a Good Job Description: If you have employees in your department that need training for writing a good job description, let me know. We have classes through Staff Ed, and/or I would be happy to come out and give a "How to Write a Good Job Description" workshop. If you train the people in your department to write better jd's, it should save you time in editing them, and reduce the number of jd's that you get back from us.
14. Deleting JD's from the library: If you have any old jd's in your department that you would like to have deleted from the library, I will be happy to have them deleted for you. Just send me an email with the numbers of the jd's you want deleted and why. These could include previous jd's that have been updated or reclassified that you don't need to have anymore, or poorly written ones that have been replaced with better written ones. (Please be aware that if it is one that was actually classified, (as opposed to an update), we may want to keep it for the documentation of the classifier comments.) If you're not sure on this, call or email me and we can review the specific situation.
15. Incumbent Names on JD's: If you have job descriptions that still do not show the employee's name and you would like the name added, or put in history, you can send me the jd # and the employee name, ID number and phone number, and we'll put it in for you.
16. Classification specs not on Blink: Some of the missing Series Concepts will soon show up on Blink. These include: Medical Assistant, MRI Tech, Admin Specialist, MSO, Programmer Analyst (with the levels clarified) and others.
17. Licensure Requirements: Be sure that you are not asking for a certificate or license for positions other than ones that require the license. Examples: (a) Medical Assistant versus Hospital Assistant: If you are requiring a Medical Assistant certificate, the position should be classified as a Medical Assistant, not a Hospital Assistant. (b) RN license: if you require an RN license, the position needs to be in a nurse classification. Otherwise, the license would be preferred. (c) Physician assistant versus Nurse classification: They require separate job descriptions, not a jd that states "either or..." . The RN requires an RN license, the Physician's Assistant does not. The positions are similar, so the determining factor should be whether the incumbent has an RN or a Physician's Assistant license. If you want to recruit for either, you need to prepare two job descriptions, one for each classification. Then based on the person selected and the licensure they have, that will determine which of the two classifications are appropriate. These will also require separate postings because they are in different bargaining units.
18. Degree requirements: If the Series concepts do not require a degree, the job description should show the degree as preferred, or have "equivalent education and experience" as part of the requirement. Also, remember that for an SRA II position, the incumbent must have a relevant degree to be in the exempt classification. If they do not have a degree, or the degree is unrelated to the work being performed, the classification should be non-exempt. (Exempt and non-exempt SRA II’s have the same salary range.)
Sorry for the long email, but hopefully this information will assist you in providing the appropriate and necessary information when submitting job descriptions to the library. Submitting thorough, well written job descriptions, will reduce the time it takes to have the jd's classified or accepted for the library, which in turn will expedite the recruiting and reclassification processes. Because the jd's are reviewed before they go into the library, the result will be a job description library that contains well written jd's that support the classifications and will be good examples to use when writing new jd's. It is better to catch the problem job description up front, rather than after the fact when an employee's classification, pay or performance could be affected. A well written job description is important for recruitment, performance appraisals, classification, reclassification, training, career planning, disability accommodation, and when lay-off situations arise. So as you can see, it is important that the job descriptions be as informative, accurate, clear and well written as possible, because they are used in so many areas of human resources. In addition, the online job description library can be an effective tool for employees, supervisors and human resources personnel, but only if the job descriptions it contains are credible.
Please feel free to contact me if you have any questions.
Thanks.
Have a great day!
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