CP2-22 Classified Staff Position Descriptions, Salary Schedule Placement Determination, And Position Reviews

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CP 2-22


APPROVED: February 24, 2003
EFFECTIVE: February 24, 2003
REFERENCES: BP 2-22 and Section 3-0401 of the Montana Operations Manual


Before a classified staff position can be placed on the approved salary schedule, a position description must be developed. The position description should include the following descriptive elements: a summary of work; job characteristics (including nature of work, personal contacts, supervision received, supervision exercised, essential functions); areas of job accountability and performance; job requirements (including knowledge, skills, abilities); education and experience; and job performance standards.

Upon completion of the position description, three staff members, including two administrators, will independently evaluate the position using an approved position evaluation methodology and grading system. If the pay grade is deemed to be different as a result of this evaluation, the three evaluators will meet to discuss these differences and arrive at an agreed-upon pay schedule classification for the position.

A position review or desk audit may be requested by either a classified employee or his/her immediate supervisor. Position reviews are usually conducted when significant changes have been made to the duties and responsibilities of a position. A significant duty or responsibility change is one that is consistently being accomplished by the employee, not one that is infrequent or not in keeping with current duties and responsibilities.

In the case where a significant change has occurred or is perceived to have occurred, a review of the current position description is first conducted by the employee and supervisor. If a change is deemed to be significant by both employee and supervisor, the position description is revised and submitted for re-evaluation by three staff members. If a change is deemed to be significant by only one party, a conference between the employee, his/her supervisor, and the President shall be conducted. The conference will address the nature of current duties and responsibilities in light of the position description. If the President contends that the change is significant, the position description will be revised and submitted for re-evaluation. If the President

CP 2-22
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contends that the change is not significant, the current position description will remain as written.

If the result of the position evaluation dictates a change in pay grade, the change will be retroactive to the date of the review and completion of all paperwork, including the preparation and approval of the new job description. If the result of the position evaluation does not dictate a change in pay grade, the employee will remain in their current pay grade.

SCOPE                These procedures apply to Dawson Community College.


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