The head of each major cost center (i.e., units under the President, Provost (including each college), Student Affairs, Administrative & Information Services (AIS), University Advancement, Research & Economic Development, West Plains, and units under the CFO) was responsible for coordinating job description reviews in their subsidiary units to assure that each job description is an accurate description of the job’s major duties and responsibilities. A list of the job descriptions to be reviewed in each of the major cost centers can be found by clicking here or on the appropriate link on the left side of the page.
The Job Family 4 job description reviews occurred from January 16 – June 1, 2007 in four segments based on the Classification Number of each job description. The specific review schedule was as follows:
Review Dates Classification Number
January 16 – February 16 0015 – 1348
February 19 – March 23 1350 – 1944
March 26 – April 27 1945 – 2583
April 30 – June 1 2587 – 9315
Each cost center head coordinated the job description review within their own unit. The division by Classification Number divided all Job Family 4 jobs into four equally-sized groups, though not necessarily equally- sized groups at the cost center level.
Job descriptions must describe the major and essential job duties of job; the job description should not contain every job duty. The required education, experience, and skills were reviewed to be sure they describe the minimum qualifications that are necessary for someone to perform the major job duties. The minimum qualifications cannot exceed those possessed by current incumbents. Changes to qualifications were reviewed by Human Resources and the Office of Equity and Diversity to assure that they are the minimum required to qualify someone to do the job and that they would not exclude otherwise qualified applicants from being considered for the job.
Many of these job descriptions have been created or revised in recent years and no changes were needed if the job description was reviewed and determined to be accurate. If a job description needed to be changed, those changes must have been indicated on paper in order to clearly identify the changes for reviewers.
Revised job descriptions were forwarded through the regular job description approval process, although signatures on a Job Description Approval form were not required. Revisions were delivered to HR by the office of the major cost center administrator (President, Provost, CFO, Chancellor, or Vice President) to indicate that they have been approved through the normal chain of command. Revised job descriptions were submitted to HR by the final review date based on the Classification Number.
The job description review process included completion of a worksheet that can be found by clicking here or on the “Job Family 4 Worksheet” link on the left side of the page. This worksheet indicates the level of supervision and ability to obligate the University financially. The worksheet was completed by the cost center head (with input from others within the cost center deemed appropriate) and submitted via email attachment to Lyn McKenzie.
Worksheets were submitted by the major cost center office in increments at each job description review due date or in its entirety by May 11, 2007. Instructions for completion can be found by clicking the “Job Family 4 Worksheet” link on the left side of the page.
The information contained in the spreadsheet is not part of the job description but was used during the job evaluation process.
JOB EVALUATION PROCESS
The Job Family 4 Job Evaluation Plan is made up of 5 compensable factors (professional knowledge, skill and technical mastery, supervisory responsibility, interactions with others, job controls and guidelines, and managerial responsibility) and can be found by clicking here or on the link on the left side of the page. Each of the compensable factors contains 5 to 7 different levels, and as the levels increase, more of that factor is demanded by a job, and more points are awarded. All jobs were evaluated by a job evaluation committee on each of the compensable factors.
There were five job evaluation committees for Job Family 4. These five committees met sequentially between July 2007 and October 2007.
Each job evaluation committee consisted of ten members with representation determined by the distribution of Job Family 4 jobs within major units. The job evaluation committees were organized as follows:
|Job Evaluation (JE) Committees||# of Jobs to Evaluate||JE Committee Meeting Dates||JE Committee Meeting Times||Representation|
|Provost/RED||86||July 9 - 25||M,W 1:00 - 5:00 PM||8 Provost, 2 RED|
|Provost/RED||85||July 30 - Aug 15||M,W 1:00 - 5:00 PM||8 Provost, 2 RED|
|Student Affairs||74||Aug 29 - Sept 10||
W,F 8:00 AM - 12:00 PM
M (9/10) 1:00 - 5:00 PM
|10 Student Affairs|
|President/UA||50||Sept 12 - 21||W,F 8:00 AM - 12:00 PM||8 President, 2 UA|
|AIS/Financial/WP||78||Sept 24 - Oct 10||M,W 1:00 - 5:00 PM||3 AIS, 3 CFO, 4 WP|
Members of each job evaluation committee were appointed by the Provost/VP/CFO/President as designated above under “Representation”.
Each committee met twice weekly for four hours per session to evaluate jobs using the compensable factors developed for this job family. Each committee member spent 3 to 4 hours doing preparation work prior to each session to review and select the degree levels for each compensable factor for each job being reviewed that session, normally 15 jobs per session.
During each meeting, committee members discussed, debated, and came to consensus in selecting the level for each compensable factor for each job. Serving on a job evaluation committee represents a significant investment of time and effort during the two or three weeks each committee will meet.
Job Evaluation Committee Members
Tammy Wiley, General Manager, KSMU and OPT, KSMU Management and General
Allen Kunkel, Associate Vice President, Economic Development, Missouri Economic Development-Missouri Innovation
James Matthews, Special Education Instructional Specialist, Southwest Regional Development Center
Christopher Depriest, Technical Director, Theater and Dance, Theater and Dance
Scott Fiedler, Coordinator, Teacher Certification, College of Education - Administration
Ann Fuhrman, Government Documents Specialist, Library Administration
Deborah Ann Goodale, Academic Advisor/Retention Specialist, COB, College of Business - Administration
Paul Langston, Director of Institutional Research, Institutional Research
Jill Oswalt, Clinic Director, Communication Sciences and Disorders, Communication Sciences and Disorders
Jaimie Trussell, Director of Development for a College, Development - College of Natural and Applied Sciences
Joan Armstrong-Tiehan, Associate Director Project Access, DESE Project Access
John D. Avery Jr., Field Superintendent, Agriculture - Mountain Grove
Julie Bloodworth, Director, Missouri Fine Arts Academy, College of Arts and Letters - Administration
Regina Bowling, Southwest Missouri AHEC Director, Southwest Missouri AHEC
Elizabeth Burton, Associate Director, Service Learning, Citizenship and Service Learning
Ann Herring, Director, Registration, Continuing Education - Registration Services
Jane Robison, ELI Program Administrator, Continuing Education - Noncredit Administration
Wroy Roworth, Coordinator, Literacy Center, Literacy Center/Storefront School
Rishi Patel, Senior Research Scientist, CASE Carbon Nanotube
William Alter, Director, Sponsored Research, Office of Sponsored Research and Programs
Sherry Adams, Assistant to the Health Services Director, Taylor Health and Wellness Center
Clint Copeland, Career Resources Specialist and Legislative Internship Manager, Career Center
Dave Hoffman, Technology/Systems Operations Supervisor, Baker Bookstore
Susan Koepke, Director TRIO Programs, Upward Bound Programs
Julie Spinabella, Document and Report Specialist, Enrollment Services
Marissa LeClaire, Associate Director of Student Activities, PSU Student Activities Administration
Jerilyn Reed, Wellness Educator-Student, Taylor Health and Wellness Center
Crystal Scott, Career Resources Specialist and Counselor, Career Center
Angela Shirley, Coordinator, Leadership Development, Residence Life
Tammy Tindle, Mental Health Clinician, Counseling Center
President and University Advancement
Tammy Millsap, Senior Internal Auditor, Internal Auditing
Stacey Funderburk, Director of Publications, Publications
Casey Comorski, Assistant Director of Athletics - Compliance, Athletics Compliance Services
Andrea Mostyn, Assistant Director, University Communications, University Communications
Jack Wheeler, Events Coordinator, Juanita K. Hammons Hall for the Performing Arts
Keith Boaz, Director Hammons and Plaster Student Centers, Hammons Center Building Administration
Lance Kettering, Director, Corporate Relations and Marketing, Athletics Development
Jim Penkalski, Athletic Trainer, ATS, Athletic Training Services
Julie Ebersold, Executive Director, Alumni Relations, Alumni Relations
Denise Kettering, Director, Advancement Services, Office of Development
Administrative and Information Services; Financial Services; West Plains
Ken McClure, Associate Vice President for Administrative Services, Administrative Services
Emily McGee, Contract Compliance Manager, Design and Construction
Gary Snavely, Director, Safety and Transportation, Safety and Transportation
Brenda Malkowski, Director of University and Community Programs - West Plains, WP - University/Community Programs
Norma Ogletree, Director, Career Services and Campus Outreach, WP - Career Services
Evelyn Vetter, Head Librarian West Plains, WP - Library
Matthew Morris, Director, Business and Support Services, WP - Business Office
Suzanne McGownd, Senior Budget Analyst, Financial Services
Mike Wills, Director, Procurement Services, Purchasing
DEVELOPMENT OF NEW PAY GRADES AND RANGES
Multiple salary surveys were used determine market pay for as many jobs in Job Family 4 as possible. The salary survey data gathered for those jobs that have market data, called benchmark jobs, were combined with the results of the job evaluation committee to calculate a pay line. This pay line associates job evaluation points with a dollar amount, enabling a pay rate to be established for jobs that do not have salary survey data. Because jobs typically do not have flat rates, jobs receiving similar point totals were grouped together to form a pay grade. Each new pay grade has an established pay range, with a minimum, midpoint, and maximum value, and all jobs in a pay grade will be paid within this established range.