employee & organizational development position description questionnaire (pdq) review “the pdq...
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Employee & Organizational Development
Position Description Questionnaire (PDQ)
Review“The PDQ and YOU”
Human Resources
The University of Tennessee - 2005
Employee & Organizational Development
Objectives:
• To identify the purpose of the Position Description Questionnaire (PDQ).
• To explain the relationship
between the PDQ and the
evaluation of your position.
• To provide guidance for completing your PDQ.
Employee & Organizational Development
Program Outline:
Part 1:Why Do We Have the PDQ?
Part 2:The Connection Between the PDQ and Position Evaluation
Part 3:Definitions of Key Terms
Part 4:Elements of the PDQ
Part 5:Completing the PDQ
Employee & Organizational Development
Part 1: Why Do We Have the PDQ?
1. Gives information about the duties and responsibilities of an employee’s position.
2. Supports the employee and supervisor in discussing and summarizing the position.
3. Provides a consistent means to analyze and determine position size.
Employee & Organizational Development
Part 2: The Connection--PDQ and Position Evaluation
1. The PDQ is the basis for position evaluation.
2. Detailed information is critical.
Think more details, not fewer details.
3. Information should be as accurate and specific as possible.
Employee & Organizational Development
PDQ Myths:
The PDQ is NOT designed to:
1. measure work load.
2. measure performance or length of time in a position.
3. take into account your
current salary.
Employee & Organizational Development
Part 3: Definitions of Key Terms
1. Position Description Questionnaire
is a document describing the duties, responsibilities, and requirements of a specific position.
Employee & Organizational Development
2. Position
• A position reflects the duties and responsibilities assigned to an employee.
• A position is assigned a unique number that identifies its location, classification, and pay grade within an organizational unit.
Part 3: Definitions of Key Terms
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3. Position Review
• Position Review is the process used to analyze duties, responsibilities, and requirements of a specific position as described on the PDQ.
• Positions are evaluated based on the know-how, problem solving, and accountability required by the position.
Part 3: Definitions of Key Terms
Employee & Organizational Development
• Position Summary• Measures of Impact• Position Duties• Decisions• Supervision• Minimum Qualifications• Additional Information• The Organizational Chart• Appeal Process• Approval
Part 4: The Elements of the PDQ
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Part 4: The Elements of the PDQ
Position Summary asks “Why (or for what reason) does this position exist?”
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Measures of Impact
What areas does this position impact? (Mark all that apply.)
Program
Department
Division/College
Campus/Institute
University
External to the University
Employee & Organizational Development
Measures of Impact
Describe the levels of responsibility this position has in areas checked.
Program
Department
Division/College
Campus/Institute
University
External to the University
Employee & Organizational Development
Measures of Impact
What type of budget impact does this position have on the area(s) for which it is responsible?
Full authority to commit funds (Explain)*
Effective recommendations to commit funds (Explain)*
Maintain or audit funds committed (Explain)*
Little or no budget responsibility
*Explanation:
Size of budget impacted ____
Size of budget impacted ____
Size of budget impacted ____
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Position Duties
What are the essential functions and responsibilities of this position (please indicate approximate percentage of time devoted to each function)?
• Essential Functions• % of Time
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Decisions
• What types of decisions does this position make?
• What types of decisions are referred to others?
• How are decisions implemented?
Employee & Organizational Development
Supervision
What types of supervisory responsibility does this position exercise?
Hiring, disciplining, supervising, granting increases (Explain)*
Effective recommendations in hiring, etc. (Explain)*
Providing work direction to a group of employees (Explain)*
Assisting others by providing guidance (Explain)*
Little or no supervisory responsibility
*Explanation:
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Supervision
What is the number of employees and/or students that this position supervises?
___ Exempt employees ___ Students
___ Non-exempt employees ___ Others (Explain)*
*Explanation:
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Minimum QualificationsWhat are the minimum qualifications in
terms of education, experience, job skills, and physical requirements of the job which would be required?• Education:
• Experience:
• Job Skills:
• Physical Requirements: (Please complete attached chart.)
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Additional Information
Please provide any additional information you believe will assist in understanding this position.
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The Organizational Chart
It’s Important Because theChart Illustrates:
1. How does your position relate to the rest of the organization?
2. To whom do you report?3. Who else reports to the same person?4. Who reports to you?
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Approval
Approval by the employee, supervisor, and dean/director/department head indicates the PDQ has been reviewed and accurately reflects the job content of the position.
_________________ _____ _________________ _____ Employee’s Signature Date Supervisor’s Signature Date
_______________________ _____Dean, Director, or Dept. Head Date
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Appeal Process
• Immediate supervisor/dept. head
• Local HR Office
• Statewide Committee
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Part 5: Completing the PDQ
• PDQ Exercise 1:The Good, the Bad, and the Ugly.
• PDQ Exercise 2:Let’s Begin Yours.
Employee & Organizational Development
Closing Remarks
• Review what has been learned
• Define ways to apply training
• Request feedback of training session
THANK YOU!