The JIQ solicits information. The person completing the JIQ relates the job responsibilities, and the overall picture of the job duties. The JIQ then goes to the next two levels of supervision: the immediate supervisor, the Director or the Dean’s office, or the Vice-President. It is expected that the second-level supervisor will look critically at the position and give the planning unit perspective on the position.
The JIQ comes to the Office of Human Resources. The evaluator schedules a telephone interview with the employee to go over the departmental organizational structure and discuss the job duties and responsibilities, giving the incumbent an opportunity to elaborate on the most important aspects of the job. The evaluator will ask for examples or explanations of the duties described. In some cases, it may be necessary to do an on-site interview to enable the evaluator to better understand the duties of the position.
The evaluator then calls the supervisor to discuss the position further. The evaluator performs the analysis of the position and compares it to comparable jobs within the university and in the labor market. After the position has been evaluated and matched to an appropriate job classification, a third party within Human Resources checks the appropriateness of the classification and independently reviews it.
Job evaluation is a formal process for determining the relative value of jobs based on job content, e.g., skill, effort, responsibility and working conditions. The job evaluator communicates the classification results to the supervisor, the appropriate management levels, and the incumbent employee. If not satisfied with the evaluation results, the employee may either request an on-site interview to discuss and further clarify the job duties, or submit another JIQ twelve months from the date Human Resources received the last JIQ. If the employee requests an on-site interview, after the interview is conducted, the position will be re-evaluated and a decision made.
The employee is advised of his/her right to appeal the classification decision. If an employee chooses to appeal the classification decision, they must notify the Vice President of Human Resources within 15 days after receiving the evaluation results.