Primary Function : Briefly, in 2-3 Sentences, Describe Why This Position Exists

POSITION ANALYSIS QUESTIONNAIRE (PAQ)

Employee: Dept./Campus:

Job Title: Supervisor:

Primary Function: Briefly, in 2-3 sentences, describe why this position exists.

Briefly describe the most important duties performed. List the duties in order of importance with the most important duty listed first. Please use clear, concise sentences and begin each sentence with an action verb (e.g. record, operate, sweep, prepare, analyze). In the column to the left please indicate the % OF TIME PER YEAR performing that duty or responsibility. Total % time should not exceed 100%. If there are a number of minor miscellaneous duties, please use the heading Miscellaneous and briefly describe.

Duty % of Annual Time Duties/Responsibilities #

SUPERVISION The level of responsibility the position has for the direction and accountability of other district employees. A. Check the statement that best describes the direction and accountability given to other employees. Not responsible for the work of others Gives direction to one or two employees Checks the work of three or more employees and issues work assignments as needed Evaluates the work of others Can make recommendations that result in decisions to hire and fire other employees

B. How many employees are normally supervised by an employee in this position? -

C. List job titles of employees normally supervised by an employee in this position?

D. Level of Responsibility: No supervisory responsibility; may explain work instructions to others. Involves general instructing, scheduling, and reviewing the work of others performing the same or directly related work. Acts as lead worker. This level involves functional supervision only.

Revised 09/06/2016 1 of 5 Form D31-A

Recommends personnel actions (hiring and termination). Involves scheduling, supervision and evaluation of work of employees who perform similar, integrated work assignments. Involves scheduling, supervision, and evaluation of work as a manager of first line supervisors; or performs supervision of a group of workers who perform distinct and separate blocks of work. Involves scheduling, supervision, and evaluation of work as a superior of managers. Administers through subordinate managers, departmental multi-function programs or operations. Involves scheduling, supervision, and evaluation of work as superior of those in level 5.

EDUCATION Educational level necessary to perform the most important duties of your position. Requir Preferr ed ed Less than high school education High School diploma Associate degree or advance specialized or technical training (specify) Bachelor degree Master degree or equivalent Doctorate (specify area) Professional License or Certification (specify)

EXPERIENCE The amount and extent of experience required to have the skill and ability to perform duties assigned to this position. a. Check the statement that best indicates the amount of related work experience necessary for this position. No related work experience required At least one year of work experience in a position where an individual uses similar skills and expertise Work typically requires at least two to three years of previous experience using a specified range of skills and knowledge At least four years of work experience which develops an ability to follow complex procedures and instructions, or, to provide technical skills Position requires at least six years of extensive experience

INTERPERSONAL COMMUNICATIONS The level of regular, business-related communication required by the position involving district personnel, students or the public. a. Check the statement that best describes the level and extent of communication performed in the position. Duties and responsibilities require minimal interpersonal or communication skills. Duties and responsibilities require exchanging information, engaging others in conversation, and responding to questions. Duties and responsibilities require interpreting and translating facts and information; explaining situations and issues to people and advising them of alternative or appropriate courses of action; and/or interviewing and acquiring information from others. Duties and responsibilities require persuading others to take action; resolving disputes, disagreements, or conflicts; developing and making formal presentations; or otherwise engaging in communications activities, which substantially contribute to solving problems or achieving work objectives. Duties and responsibilities require exceptionally well-developed communication and interpersonal skills in order to successfully handle problems or situations, which are critical to Revised 09/06/2016 2 of 5 Form D31-A

the success of services, operations, and/or projects.

IMPACT ON PUBLIC RELATIONS Relatively limited or minor effect on customer relations and image of the organization. Performance impacts the overall customer relations and image of the organization to a minor degree. Positive or negative consequences are relatively short-term in nature and restricted to only one or a few students, visitors or members of the public. Responsibilities are expected to have a significant impact on the public image of the organization. Public relations can be affected to the extent that the issues or problems are considered significant. Positive or negative consequences are likely to become widely known (internally and externally) and materially affect the reputation of the organization. Positive or negative impact on public relations or the organization’s public image is considered to be major. Issues or problems would require the attention of the President/Board and would typically require formal actions or decisions. The reputation of the organization would be greatly enhanced or jeopardized.

DECISION MAKING a. Check the statement that corresponds to the level and scope of decision-making. Position requires very little analytical thought or independent decision making. Decisions made have limited overall impact. Decisions generally involve how an operation will be done or carried out (i.e. sequence or method), and generally from an available set of alternatives or precedents. Moderate responsibility for decision making, involving evaluation of information. Decisions may require developing or applying alternatives or precedents. Significant responsibility for decisions and final results, typically affecting the entire unit. Available guides or precedents are limited. Significant responsibility for decisions and final results, affecting more than one department or a department with multiple components. Substantial analysis is required and many factors must be weighed before a decision can be reached. Major responsibility for decisions and final recommendations which may result in the formulation of strategic plans of action to achieve the broad objectives of the organization. Decisions made affect the long-range future of the organization. Decisions determine the scope, direction, and goals of the organization.

ORGANIZATIONAL IMPACT The level of impact, for good or ill, the normal position duties have on the district as a whole. Give some examples of the type of serious errors that could be made in the position and the effect these errors would have in the department, campus, and/or district. Type of Error Effect

Indicate the job title of the person(s) who normally receives problems that cannot be solved by a person in this position.

COMPLEXITY, JUDGMENT & PROBLEM SOLVING The level and scope of decisions inherent in the position that affect staff, resources, or organizational credibility. Work of a relatively routine nature. Requires the ability to understand and follow instructions. Structured work, following a limited variety of clearly prescribed standard practices.

Generally structured work, but involving a choice of action within limits of standard policy and procedures. Generally diversified and moderately difficult work. Requires judgment in the adaptation and interpretation of established practices and procedures to meet problems and situations to which the application is not clearly defined. Typically difficult or complex work. Governed generally by broad instructions and objectives usually involving frequently changing conditions and problems. Work requires the ability to plan and perform involved or technical work presenting new or constantly changing problems, work from broad instruction, deal with complex factors not easily evaluated. Decisions require considerable judgment, initiative, and ingenuity in areas where there is little precedent. Work requires considerable judgment, initiative and ingenuity. Work requires the ability to act independently in the formulation and administration of policies and programs for major divisions or functions.

What resources, if any, are used daily or regularly to perform the primary position duties? (include agencies, publications, manuals, etc.)

WORKING CONDITIONS This factor measures the extent of employee’s exposure to harm and danger during the routine discharge of essential duties. Schedule: Routine hours. Hours over and above 40 hours per week is infrequent. Moderate irregularity of hours due to overtime, on-call or shift rotation. Nature of work regularly requires hours over and above 40 per week.

Demands/Deadlines: Little or no stress created by the work, associates, or public. Occasional stress due to deadlines or workload because of intermittent or cyclical work pressures, or occasional exposure to distressed individuals within the immediate work environment. High volume and variable work demands and deadlines impose a strain on a routine basis or considerable stress intermittently; OR regular direct contacts with distressed individuals within the immediate work environment; AND/OR exposure to demands and pressures from persons other than immediate supervisor. Work requires frequent, substantive contacts with people in highly stressful situations; delicacy and unpredictability of contacts routinely creates considerable strain or heavy stress regularly.

EXPOSURE TO HAZARD The level of exposure to physical harm or discomfort inherent in the work environment. a. Check the statement that best describes the exposure to physical harm or discomfort in the work environment. Little opportunity for physical harm or injury Occasional exposure to one or more unpleasant or hazardous conditions Exposure on a regular basis to unpleasant or hazardous conditions Exposure on a regular basis to unpleasant or hazardous conditions Constant exposure to unpleasant or hazardous conditions b. What type of office equipment, including computer hardware/software, or machinery, if any, do you routinely operate in this position?

How often? c. Give example(s) of hazardous conditions that one would be exposed to in the position.

BUDGET RESPONSIBILITY The level of financial discretion and responsibility inherent in the position.

Does your position have budget authority? yes no If yes, please indicate budget amount that your position is directly responsible for $

Does your position participate in budget development? yes no

Is your position responsible for reviewing expenditures against budget? yes no

Indicate the number of funds or accounts for which you are responsible:

Indicate the approximate amount of petty cash transactions handled per week, if applicable:

ESSENTIAL PHYSICAL REQUIREMENTS For the position noted above, please identify the essential physical requirements by answering the questions below.

Essential is defined by the Americans with Disabilities Act (ADA) as fundamental, not marginal; that is, that the physical activity below is actually required in order to perform a normal/routine task of the job and that removing the task (through physical impairment would fundamentally alter the position.)

1. BENDING: Does this position require the employee to bend? yes no If yes, state frequency of bending: 2. DRIVING: Does this position require the employee to drive? yes no

3. EYESIGHT: Does this position require a sighted employee? yes no If yes, state why:

4. EXPOSURE: Does this position require the employee be exposed to extreme environmental conditions? yes no 5. HEARING: Does this position require unimpaired hearing? yes no 6. LIFTING: Does this position require the employee to lift? yes no If yes, state the weight of the load: state the height of the load: 7. PUSHING: Does this position require the employee to push? yes no If yes, state the weight of the heaviest object pushed: ; state the frequency of the need to push: 8. REPETITIOUS MOVEMENT: Does this position require the repetitious movement of hands, wrists, arms? yes no If yes, explain: 9. TOOLS: Does the position require the handling of sharp equipment or tools? yes no

10. SITTING: Does the position require that the employee sit for long period of time? yes no 11. STANDING: Does the position require that the employee stand for long periods of time? yes Revised 09/06/2016 5 of 5 Form D31-A

no 12. WALKING: Does the position require that the employee walk for long distances? yes no 13. OTHER PHYSICAL ACTIVITIES: Describe any other physical activity, which is essential to this position.

Additional Comments

Describe any other information that is important about the position assignment:

Employee Signature: ______Date: Must include written signature

TO BE COMPLETED BY SUPERVISOR

I have read and agree with this PAQ as written. I have read and disagree with this PAQ as written because: What do you consider the most important three duties of the position? Please identify by listing the duty number from page 1.

Number Number Number

Immediate Supervisor’s Comments: Immediate Supervisor’s Signature ______Date:

TO BE COMPLETED BY REVIEW TEAM

Review Team Approval: ______Date: Budget Approval______Date:

This position reports to the: (Title of Immediate Supervisor)