Q. What are the circumstances in which a position can be reviewed for appropriate family and phase?
Q. What is the Annual Position Review process?
Q. What is the deadline to submit an Annual Position Review form?
Q. What information should I provide in the Annual Position Review application?
Q. What is the Appeal process for an Annual Position Review or a Reorganization review?
Q. What will be the impact of using market salary comparisons over time?
Q. Will there be retention issues once a position is at the top of the salary range?
Q. What are the circumstances in which a position can be reviewed for appropriate family and phase?
A. The review process occurs under the following circumstances:
This is an opportunity to review a position that has grown or is new in order to ensure it is placed in the appropriate Job Family and Phase as per the established criteria matrix.
Q. What is the Annual Position Review process?
A. An ASPA member and/or their manager may request that a position be reviewed as part of the annual review process. This should normally happen only when there has been significant job growth or changes in the responsibilities of a position.
Q. What is the deadline to submit an Annual Position Review form?
A. Human Resources must receive the completed Annual Position Review form no later than 4:30 p.m. on the last working day in September. Decsions will be rendered by the last working day in November.
Q. What information should I provide in the Annual Position Review application?
A. An employee and/or manager may initiate the review request by filling out an Annual Position Review form, which is available on the Human Resources website at: Annual Review Form ASPA_2009.doc. The form is designed to provide the Joint ASPA/Management Review Committee with an accurate understanding of the nature of work the position is a part of; with a primary purpose statement that explains the reason the position exists, with the minimum education and experience required to meet the needs of the position; and a list of the key accountabilities and the main duties of the position.
The form is NOT the forum to discuss why a position would be placed in a different job family and/or phase. In the additional comments section of the Job Profile form, an employee and/or manager may state what family and/or phase they think the position should be placed in. Please note that the Joint Review Committee will consider all the job families and phases when reviewing the position to determine which family and phase best represents the job.
Once the form is completed, the employee and the manager are to sign the form in order to indicate that both parties agree with the information that is being provided. The employee or the manager do not have to agree with the actual request for review but they do have to agree that the information that is being provided accurately reflects the position that is being put forward to the Review.
Q. What is the Appeal process for an Annual Position Review or a Reorganization review?
A. The Appeal process is the avenue that an employee and/or the manager would take if they do not agree with the outcome of the review process. The Appeal Committee would review the submitted information and evaluate the appropriateness of the original review decision, taking into consideration any new information that was not originally provided.
Q. What will be the impact of using market salary comparisons over time?
A. We will ensure that salaries are fiscally responsible, market driven and internally equitable. Human Resources will conduct annual reviews of market information using national salary survey information from both public and private organizations. Our overall objective is to ensure that salaries remain competitive to recruit and retain the best people.
Q. Will there be retention issues once a position is at the top of the salary range?
A. The salary ranges have been determined to be competitive with the external market. Compensation at the top of the salary range will be competitive with leading companies in the external market and leave us in a better position to retain talented staff. Annual reviews of market information will occur to ensure that salaries at the U of S will be competitive with the external market.
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