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PERSONNEL COMMITTEE OVERVIEW <br /> <br />POSITION VALUE/POINT RANKING <br /> <br />Point Rankings are based on three components: <br /> o Complexity of tasks 40% <br /> o Importance* 30% <br /> o Unfavorable conditions 30% <br /> <br />*Importance of the position to the City as a whole and within the <br />department <br /> <br />The following are NOT considered when determining Point Rankings: <br /> o Educational requirements of position <br /> o Education level of employee <br /> o Department staff size or number of employees supervised <br /> o Size of department budget <br /> o Employee longevity <br /> o Employee performance <br /> <br />WHEN IS A POSITION REVIEWED? <br /> <br />One of the following criteria must be met before the PC will consider reviewing a <br />position: <br /> o Substantial change in job duties. <br /> · Employee's department head must submit the review request. <br /> o New position. <br /> o Department head position with new employee in position. <br /> o Council request. <br /> <br />WHAT ROLE DOES PC PLAY IN DETERMINING POINT VALUE? <br /> <br />· PC determines if position meets criteria for review. <br />· PC determines if a job analysis questionnaire (JAQ) needs to be completed or if the <br /> position profile can be adjusted. <br />· PC sends information to consulting firm. <br /> o Consulting firm uses computer program developed by Control Data. <br /> o MAMA (an association of metro cities) developed the point values for each <br /> task based on input from many city employees in each position. <br /> o Consulting fm-n sends back a position profile and point value. <br />· PC reviews position profile for accuracy. <br />· PC recommends point value to Council. <br />· PC respects confidentiality of employee issues at all times. <br /> <br /> <br />