Questions from the Classification Study and Position Description Orientation Sessions – Classification Process and Salary Structure Q. How will positions be classified? A. The factors of the job evaluation system are used to develop the class specifications (which will be located on the OHR website) and the class specification will distinguish the various job classes at the college. All positions will be evaluated based on these class specifications. Q. What are the compensable factors used in the new classification system A. The factors are: Job complexity (weight 30%); Education and Experience (weight 15%); Scope and Impact (weight 25%); Supervision Received (weight 10%); Work Relations (weight 15%); Work Environment (weight 3%); and Physical Demands (weight 2%). Q. Can the weight given to each job evaluation factor be altered? A. No. The weights as set so that all positions can be evaluated on the same criteria. Q. Will workload be a consideration? A. Only if the workload translates to greater complexity. Workload is often a function of staffing and systems. However, sometimes, addition workload does make a job more complex. Q. I am concerned that there are discrepancies in pay for the same job from campus to campus. The notion is “Rockville is bigger" and should be in a higher graded position. A. This issue is similar to the issue of workload. A position assigned to a particular campus will not be classified at a different level because of the campus size. Positions will be evaluated on a set of compensable factors and positions performing the same duties will be placed in the same grade. If the size of a work unit impacts one of these factors, it could affect the grade. But in most cases, this will not be true because staffing will address most of the issues of unit/campus size. Q. How will the grade levels be established? A. The grade levels will be based on the needs of the organization and data collected from the compensation survey of employers. The survey consist of 100 jobs that can be readily found in the labor market and it was sent to public sector organizations in Montgomery County (County Government, MCPS, federal agencies), large community colleges in Maryland, Virginia, Pennsylvania and New York, the University of Maryland, to name a few. Q. Will the grading system change from letters to numbers? A. We don’t know. One of the reasons the College changed the grades from number to letters in 1994 was because the computer system which we use to maintains data on the classification system limited the number of characters in grade field to one. Q. Will employees get to review the class specifications prior to them being finalized? A. The short answer is “no.” The class specification is a living document as is the position description. We will develop the class specification from information contained in the position descriptions and will place these on the OHR website for viewing. If the class specifications do not reflect the duties and responsibilities accurately, we will work with employees to make modifications during the period between the approval of the recommended changes and September 30, 2009. Q. What is the percentage of upgrades expected? A. This is an unknown. Since the new system has different factors and weights, we don’t know how many positions will be upgraded, downgraded or remain the same. Q. Will some positions be downgraded? Will there be some employees who will see a pay decrease? A. Positions may be placed at a lower grade level but the incumbent will be “grandfathered” at his/her current grade level. No money will be taken away and the incumbent will continue to receive pay increases. Once the position becomes vacant, we will review the duties and responsibilities again and will lower the grade if it is warranted. Q. Will pay equity be address across positions/jobs traditionally held by men versus women? For example, engineers are basically men, but we do have female engineers today. A. It is illegal to pay individuals performing the same functions differently because of gender, and there should be no instances at the college where this occurs. Federal law allows salaries to be different because of an employee’s experience and for job-related reasons, but differences in pay cannot be made on the basis of gender. The classification system does address pay disparities across job class but not within a job class. Positions are classified based on the duties and responsibilities of the position: It's not about "person" but the job done. We will look at the positions in terms of what is done and not on the person holding the position. Jobs will be evaluated and positions matched to jobs. If an employee—or his/her supervisor— believes his/her pay is not appropriate based on a comparison with his/her peers, the employee and his/her supervisor need to inform OHR so that we can determine what action the college should take to address the situation.
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