In accordance with PVAMU Administrative Procedure 60.08 – Establishing, Changing & Updating Budgeted Positions, the Office of Human Resources must evaluate revised and new jobs in order to assign them to their appropriate grades. Requests for job evaluations will be made in writing by the appropriate dean or division head to the Director of the Office of Human Resources.
Requests may be triggered by the creation of a proposed new job title, or by a substantial and permanent change in duties or requirements of an individual position or in the majority of individual positions within a job title. For a change in duties or requirements to warrant re-evaluation, it should meet these criteria:
- It is a permanent change in duties—not a special project or short-term assignment;
- The addition, deletion, or change affects duty that constitutes a significant portion of the job (at least 25%);
- The duty that is added, deleted, or changed is substantially different in level and type from the balance of the job duties so that it seems reasonable that the change in duty would affect the evaluation of the job on one or more job evaluation factors; or
- The levels of education or experience required for the job significantly change. These requirements should reflect standards for satisfactory job performance not an incumbent’s qualifications.
A staff member whose position is reclassified to a job class having increased responsibilities or complexity of duties and in a higher salary range is eligible to remain in the position provided the incumbent establishes eligibility by meeting the minimum qualifications for the new classification.
A staff member whose position is reclassified to a classification having increased responsibilities or complexity of duties and in a higher salary range, and who is eligible to remain in the position, is considered to have a title reclassification. The staff member’s compensation upon such reclassification will be reviewed for possible salary adjustment based on the compensation for the position title. If sufficient continuing budget resources allow, a salary adjustment to the minimum level of the new higher salary range should be strongly considered.
Likewise, a staff member whose position is reclassified to a position title having decreased complexity of duties may result in a reclassification of that title. The staff member’s compensation upon such reclassification will be adjusted in accordance with the compensation for the position title. Such a change is not a reflection of the individual’s job performance.
A staff member whose position is reclassified to another job class assigned to the same salary range is considered to have received a title change as a result of the reclassification, but no change in salary will be made. (See Lateral Transfer)
See PVAMU PAWS system for the steps for submitting and processing a request for job evaluation or re-evaluation are as follows:
- If a new classification is requested, a completed Position Description Audit Questionnaire (PDAQ) must be submitted with the form. If a re-evaluation of an existing position is requested, a copy of the current job description should be attached with the proposed changes indicated.
- A cover letter must accompany all requests for evaluation and re-evaluation of jobs stating the purpose and rationale of the requests.
- Attach an organization chart.
Normal Review Cycle
The Human Resources Compensation Specialist will evaluate the compensation and classification plan annually. Criteria for revision of the compensation and classification plan will be determined by the Compensation Specialist. This may be based on information obtained from the Exit Surveys.
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