Appeal teams review the appeal form and the JPQ and then use a "paired comparison" process to reach their decisions. This process allows for comprehensive comparisons of University positions on the basis of the following factors:
Acquired through formal training and/or experience and are required to carry out the duties and responsibilities of the job. Consideration is given to: communication skills; technical expertise and knowledge; required education and training; job related experience; management and leadership ability; project management skills; analytical skills and abilities; and planning and organizational skills.
Reflects the job's level of responsibility and impact on internal and external constituents. Consideration is given to: Scope of influence - student impact/development, public visibility/relations, contacts with internal or external customers; customer service; responsibility to external organizations; supervision - amount and type of direction given to others, number and type of employees supervised; and financial responsibility - signature authority, budget authority/monitoring.
Measures the freedom to act in the selection of methods, procedures and courses of action. Consideration will be given to: policies and procedures which impact the decision making the extent of supervisory review; problem solving; degree of guidance from policies and procedures; type and effect of decisions; and the degree of supervisory review of decisions.
The frequency or extent of exposure to one or more of the following factors: amount and pace of work - where workflow and amount are determined by the process, not the employee; working conditions - outdoors, heights, extreme temperatures, loud noises, physical requirements - lifting, climbing, use of power tools; and exposure to hazards - animals, fumes or chemicals.
For an overview of the grade placement appeal process, please click here.