The job analyst communicates the classification results to the supervisor, the appropriate management levels, and the incumbent employee. If an employee chooses to appeal the classification decision, they must notify the Director of University Human Resources within 15 days after receiving the evaluation results. The focus of job evaluation is on basic function and key duties and responsibilities of the position, not performance of those duties. Work assigned temporarily or in another employee's absence is not evaluated. The type of work, not the volume of work, is key.
Performance is irrelevant.
It is the job being evaluated, not the person in the job. The job being evaluated is compared to other jobs in the area, the department, and similar classifications throughout the University. A letter is sent to employee and supervisor acknowledging receipt of the PIQ and providing them with information about the process. Telephone interviews are scheduled with the employee and the supervisor to discuss the job duties and responsibilities. The position is evaluated.