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| Issued
: 01/92 Revised : 08/2004 Classification Code : 03-14 |
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A.
POLICY The University
will establish and maintain a system of job evaluation appropriate to
each employee group. B.
PROCEDURES Position
Classification 1.
Administrative and Professional Jobs will be evaluated using the
Hay Guide-Chart Profile Method of Job Evaluation. It is important
to note that the position content, not the individual, is evaluated in
the process. 2.
The evaluations will be performed by a standing job evaluation
committee of six members appointed by the President, plus the Assistant Director
of Human Resources. 3.
The results of the committee's work will be forwarded to the Vice
President for Business and Finance who is then responsible to forward to
the designated Executive Staff for acceptance by the University. 4.
The Human Resources Office will maintain all records of evaluations,
schedule meetings of the committee and set agendas for each meeting. 5.
All new jobs will be described using the Southeast Missouri State
University Administrative and Professional Job Description Questionnaire. IN NO CASE CAN
SALARY DISCUSSIONS BE HELD WITH PROSPECTIVE HIRES UNTIL THE JOB HAS BEEN
EVALUATED AND ACCEPTED. 6.
Existing jobs previously evaluated can be reevaluated if there
are significant changes to the job content. 7.
The process for evaluation of new jobs and reevaluation of
existing jobs is the same: a.
A job description questionnaire is completed. b.
After supervisory review, it is signed by the employee and
supervisor (supervisor only for new positions). c. The completed questionnaire is forwarded through the Vice President for review, comment and signature to Human Resources. d. The Human Resources Office forwards to the Vice President for Business and Finance for approval before committee meeting. e.
The job is evaluated by the job evaluation committee, and the
results are forwarded to the Vice President for Business and Finance to
obtain approval from the designated Executive Staff. f.
Upon acceptance by the executive staff, the results of the
evaluation or reevaluation are communicated to the department from which
the questionnaire originated and appropriate salary administration
procedures are followed. g.
If the employees or supervisors disagree with the evaluation,
they may seek a reconsideration review (see Reconsideration of
Evaluations below). Reconsideration of Evaluations 1.
Employees and/or supervisors who feel their jobs have been
evaluated incorrectly by the Administrative and Professional Job
Evaluation Committee may ask for reconsideration of the evaluation.
Because the evaluation committee is the only body on campus trained in
the use of the job evaluation technique, all requests for
reconsideration will be referred to the committee for review. 2.
The process for requesting reconsideration of an evaluation is as
follows: a.
The employee and/or supervisor will write out the reasons for the
disagreement with the job evaluation and the basis for the request. b.
The request will be forwarded through the Dean or Director to the
appropriate Vice President who will, in turn, forward the request to
Human Resources. At each level, comments may be added for clarification,
support or non-support. c.
The Human Resources Office will schedule each request for
reconsideration to be heard by the job evaluation committee. d.
Upon review of the materials, the job evaluation committee may
ask for additional information, or, if it is more appropriate, invite
the employee and/or supervisor to attend the reconsideration review. e.
Reconsidered evaluations which result in changes will be
forwarded by Human Resources to the Vice President for Business and
Finance, who forwards to the designated Executive Staff to obtain
approval. f.
The results of a reconsideration review will be effective the
month following University acceptance. g.
If the employee and/or supervisor does not agree with the results
of the reconsidered evaluation, an appeal may be made as described
below. Appeals of Reconsidered Job Evaluations 1.
Employees and/or supervisors who, after the reconsideration
process, still do not agree with the job evaluation may appeal the
evaluation. All appeals will be referred to the Vice President for
Business and Finance (or the Provost or President's designee for
jobs in Business and Finance). 2.
The process for appealing is as follows: a.
The employee and/or supervisor will write out the reasons for the
disagreement with the reconsideration review and the basis for the
appeal. b.
The appeal will be forwarded through the Dean or Director to the
appropriate major administrator who will, in turn, forward the appeal to
the Vice President for Business and Finance. At each level,
comments may be added for clarification, support or non-support. c.
Human Resources will provide the Vice President for Business and Finance
with copies of all materials submitted to the
Administrative and Professional Job Evaluation Committee during the
reconsideration review. d.
The Vice President for Business and Finance, after
conducting a review and optionally seeking advice from appropriate
persons, will make a decision regarding the appeal. e.
The decision of the Vice President for Business and Finance (or the Provost or President's designee when appropriate) shall be final
and non-grievable. C.
Clerical/Service Jobs (non-bargaining unit, non-Public
Safety certified or licensed positions) 1.
Regular and term Clerical and Service (non-bargaining unit,
non-Public Safety certified or licensed positions) jobs will be
evaluated using the University's point factor method of job evaluation.
It is important to note that the position content, not the individual,
is evaluated in this process. 2.
The evaluations will be performed by a standing job evaluation
committee of five members, in addition to the Assistant Director of Human
Resources, appointed by the President. The clerical/service staff will
be represented on the committee. 3.
The results of the committee's work will be forwarded to the Vice
President for Business and Finance for acceptance by the University. 4.
The Human Resources Office will maintain all records of evaluations,
schedule meetings of the committee, and set agendas for each meeting, 5.
All new jobs will be described using the Southeast Missouri State
University Clerical/Service Job Description Form and will be evaluated prior to being
advertised, IN NO CASE CAN SALARY DISCUSSIONS BE HELD WITH
PROSPECTIVE HIRES UNTIL THE JOB HAS BEEN EVALUATED AND ACCEPTED. 6. While existing jobs previously evaluated may be reevaluated if there are significant changes to the job content. 7.
The process for evaluation of new jobs and reevaluation of
existing jobs is the same: a.
A job description form is completed. b.
After supervisory review, it is signed by the employee and
supervisor (supervisor only for new position). c. The completed form is forwarded from the department through the proper administrative chain to the Vice President or Provost for review, comment and signature. The completed forms are then sent to Human Resources. d.
The Human Resources Office forwards to the Vice President for Business
and Finance for approval before committee meeting. e.
The job is evaluated by the job evaluation committee, and the
results are forwarded to the Vice President for Business and Finance. f.
Upon acceptance by the Vice President for Business and Finance
and designated Executive Staff, the results of the
evaluation or reevaluation are communicated to the department from which
the request originated and appropriate salary administration procedures
are followed. g.
If the employee or supervisor disagrees with the evaluation,
he/she may seek a reconsideration review (see Reconsideration of
Evaluations). Reconsideration of Evaluations 1.
Employees and/or supervisors who feel their jobs have been
evaluated incorrectly by the Job Evaluation Committee may ask for
reconsideration of the evaluation. Because the evaluation committee is
the only body on campus trained in the use of the job evaluation
technique, all requests for reconsideration will be referred to the
committee for review. 2.
The process for requesting reconsideration of an evaluation is as
follows: a.
The employee and/or supervisor will write out the reasons for the
disagreement with the job evaluation and the basis for the request. b.
The request will be forwarded through the Dean or Director to the
appropriate Vice President or the Provost who will, in turn, forward the
request to Human Resources. At each level, comments may be added for
clarification, support, or non-support. A copy of any additional
comments will be provided to the employee by the individual who wrote
the comments. c.
The Human Resources Office will schedule each
request for reconsideration to be heard by the job evaluation
committee. d.
Upon review of the materials, the job evaluation committee may
ask for additional information, or, if it is more appropriate, invite
the employee and/or supervisor to attend the reconsideration review. e.
Reconsidered evaluations which result in changes will be
forwarded by Human Resources to the Vice President for Business and
Finance for acceptance by the
University. f.
The results of a reconsideration review will be effective the
month following University acceptance. g.
If the employee and/or supervisor does not agree with the results
of the reconsidered evaluation, an appeal may be made as described
below. Appeals of Reconsidered Job Evaluations 1.
Employees and/or supervisors who, after the reconsideration
process, still do not agree with the job evaluation may appeal the
evaluation. All appeals will be referred to the Vice President for
Business and Finance except appeals from units reporting to the
Vice President for Business and Finance which will be referred to
the Provost or President's designee. 2.
The process for appealing is as follows: a.
The employee and/or supervisor will write out the reasons for the
disagreement with the reconsideration review and the basis for the
appeal. b.
The appeal will be forwarded through the Dean or Director to the
appropriate Vice President who will, in turn, forward the appeal to the
Vice President for Business and Finance except as indicated above.
At each level, comments may be added for clarification, support, or
non-support. A copy of any additional comments will be provided to
the employee by the individual who wrote the comments. c.
Human Resources will provide the Vice President for Business and Finance
(or the Provost or President's designee when appropriate)
with copies of all materials submitted to the job evaluation committee
during the reconsideration review. d.
The Vice President for Business and Finance (or the Provost
or President's designee when appropriate), after conducting a review and
optionally seeking advice from appropriate persons, will make a decision
regarding the appeal. e. The decision of the Vice President for
Business and Finance (or the Provost or President's designee when appropriate) shall be final
and non-grievable.
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