Employee & Organizational Development Position Description Questionnaire (PDQ) Review “The PDQ and YOU” Human Resources The University of Tennessee - 2005

Employee & Organizational Development

Position Description Questionnaire (PDQ)

Review“The PDQ and YOU”

Human Resources

The University of Tennessee - 2005


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.


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


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.


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.


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.


Part 3: Definitions of Key Terms

1. Position Description Questionnaire

is a document describing the duties, responsibilities, and requirements of a specific position.


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.



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.



• 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


Part 4: The Elements of the PDQ

Position Summary asks “Why (or for what reason) does this position exist?”


Measures of Impact

What areas does this position impact? (Mark all that apply.)

Program

Department

Division/College

Campus/Institute

University

External to the University


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


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 ____




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


Decisions

• What types of decisions does this position make?

• What types of decisions are referred to others?

• How are decisions implemented?


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:


Supervision

What is the number of employees and/or students that this position supervises?

___ Exempt employees ___ Students

___ Non-exempt employees ___ Others (Explain)*

*Explanation:


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.)


Additional Information

Please provide any additional information you believe will assist in understanding this position.


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?


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


Appeal Process

• Immediate supervisor/dept. head

• Local HR Office

• Statewide Committee


Part 5: Completing the PDQ

• PDQ Exercise 1:The Good, the Bad, and the Ugly.

• PDQ Exercise 2:Let’s Begin Yours.


Closing Remarks

• Review what has been learned

• Define ways to apply training

• Request feedback of training session

THANK YOU!

Documents

Employee & Organizational Development Position Description Questionnaire (PDQ) Review “The PDQ and YOU” Human Resources The University of Tennessee - 2005