Position Framework Review Process
The preliminary allocation of positions into the job framework was based on the Position Description Questionnaire completed by the employee and reviewed by the supervisor, and input from subject matter experts and human resource professionals across the university. In order to provide an opportunity for professional faculty or their managers/supervisors to request a review of the preliminary allocation of a position in the job framework, an informal review process has been developed that will allow an employee to provide information and have a conversation with the OHR Classification and Compensation team.
Allocation to the job framework is done by analyzing the nature of responsibilities, experience and education required to perform the work, and the impact of decisions made by the position. A position’s system title and description is based upon the duties and responsibilities of the position, not the characteristics of the individual incumbent holding the position.
Criteria Considered In the Allocation Process:
1. Knowledge and Skills – What is needed to effectively perform the job duties?
- Difficulty of tasks performed and problems encountered in the course of the work (complexity and problem-solving).
- The types of knowledge, competencies/skills, and abilities as well as type and level of education and work experience needed to be successful in the role.
2. Scope of Responsibilities – What is the position’s ability to make or control the contribution?
- Scope—The variety of work assigned, the breadth of responsibilities (i.e., work unit versus University-wide); the required degree of interaction across the University departments; the diversity of deadlines and priorities governing the work.
- Management Responsibilities— Types and level of positions managed; functions overseen; degree of management authority, complexity and diversity of work managed.
- Resource and Budget Accountability—Amount, kind, discretion on spending, and complexity as determined by the number of funding sources; the extent of resources for which the employee has responsibility, the type of responsibility, including human, financial, and information systems.
3. Range of Impact – How big is the function, department, or process touched?
- Freedom to Act / Authority—Authority, autonomy, independence of action, and level and types of decisions made; degree to which job tasks are dictated by policy, procedures, manuals, supervisor, or department head.
- Communications—Types of verbal and written communications; who is typically communicated with; what information is the job responsible for communicating and the method of delivery.
- Consequences of an Error—The impact and consequences of errors made in the course of the work relative to the magnitude – from those easily rectified to those that cause major unit disruption; also referred to as ‘risk’.
To request a review of the position within the position framework, please complete and email the following documents to Classification.Compensation@oregonstate.edu:
- Position Framework Review Request Form
- Position Description Questionnaire (PDQ), reviewed and signed by your Supervisor.
Upon receipt of the Position Framework Request and the PDQ, OHR Classification and Compensation will contact you to schedule a time to discuss your review request.