HR3410 - Job Evaluation

1. Institutional Regulations
   
   The College shall use a point count job evaluation system to review its non-faculty Administrative Professional, Trail Point Support or Confidential Clerical positions in relation to one another for purposes of internal equity. Positions other than direct reports to the President shall be evaluated by a Job Evaluation Committee appointed by the President or designee. The Job Evaluation Committee will annually review the system adopted by the College and where necessary receive additional training so that the system maintains fidelity in application.
    
2. Procedure
   1. The following are considerations precipitating a Position Action Request for review by the Job Evaluation Committee.
      1. A new position is created.
      2. An existing position has experienced substantive changes since it was last evaluated, or for which substantive changes are being considered.
      3. A re-organization has occurred re-apportioning the duties and responsibilities assigned to a position.
   2. Job Descriptions are on file with Human Resources. Generally, to initiate the job evaluation process the supervisor must submit a fully completed Position Action Request through the appropriate Vice President or other direct report to the President on the specified HR form. The Vice President or other direct report will then present rationale for the request to the Executive Council. Generally job evaluation requests for filled positions are considered annually by the Executive Council. The request for job evaluation and the completed documents to support the job evaluation request must be received by the date designated to be considered by the Job Evaluation Committee. If approved by the Executive Council, Human Resources will decide whether to convene the Job Evaluation Committee.
   3. New or changed positions shall not require evaluation by the Job Evaluation Committee, if Human Resources determines one of the following:
      1. A position has duties and responsibilities which are substantially similar to a previously evaluated position or generic job description, and may be assigned the same job evaluation rating;
      2. An existing position has only minor changes in assigned responsibilities or qualifications, with no expected impact on its job evaluation point rating.
   4. If a position is appropriate to submit to the Job Evaluation Committee, Human Resources shall notify the supervisor of the decision to have the Committee meet to review the position, needed data or criteria, and expected timelines. The Job Evaluation Committee will consider required qualifications as well as duties and responsibilities assigned to the position and will assign applicable points according to the system adopted by the College. These points shall be used to rank order the job compared to all DMACC jobs in order to determine the pay grade to which it shall be assigned. Once a final decision has been reached the supervisor will be notified.
   5. Upon receiving the decision of the Job Evaluation Committee, the supervisor may appeal the job evaluation results only if they made an error in the job documentation submitted. Appeals shall be in writing and must explain in detail the error the supervisor made in the documentation.  The written appeal must be received by Human Resources within ten working days from the date the supervisor is informed of the job evaluation results. Requests to appeal a decision made by the Job Evaluation Committee are subject to administrative approval through the appropriate VP or President in the chain of command.

When an appeal is received, the Job Evaluation Committee shall review the corrected information provided and shall render a final decision. Human Resources shall notify the supervisor of the appeal results, and initiate a personnel action as necessary. The appeal decision communicated by Human Resources is final and binding

If the supervisor notifies Human Resources that the job evaluation result shall not be appealed, or if there has been no response from the supervisor by the end of the appeal period, Human Resources shall initiate a personnel action as necessary. Changes due to reclassification are effective at the beginning of the fiscal year unless otherwise determined by the Executive Council and approved by the President.

Cross Reference:
Policy HR418 - Non-Faculty Employee Classification System  

Adopted: October 1, 2002
Reviewed: Annually

Revised:
November 1, 2006

November 1, 2007

November 1, 2011

February 1, 2016

February 21, 2017

March 20, 2018

September 1, 2020

January 1, 2024