1. Employee & Organizational Development Position Description Questionnaire (PDQ) Review “The PDQ and YOU” Human Resources The University of Tennessee - 2005

2. Employee & Organizational Development Objectives: To identify the purpose of the Position Description Questionnaire (PDQ). To explain the relationship between the PDQ and the evaluation of your position. To provide guidance for completing your PDQ.

3. Employee & Organizational Development Program Outline: Part 1:Why Do We Have the PDQ? Part 2:The Connection Between the PDQ and Position Evaluation Part 3:Definitions of Key Terms Part 4:Elements of the PDQ Part 5:Completing the PDQ

4. Employee & Organizational Development Part 1: Why Do We Have the PDQ? 1.Gives information about the duties and responsibilities of an employee’s position. 2.Supports the employee and supervisor in discussing and summarizing the position. 3.Provides a consistent means to analyze and determine position size.

5. Employee & Organizational Development Part 2: The Connection--PDQ and Position Evaluation 1.The PDQ is the basis for position evaluation. 2.Detailed information is critical. Think more details, not fewer details. 3.Information should be as accurate and specific as possible.

6. Employee & Organizational Development PDQ Myths: The PDQ is NOT designed to: 1.measure work load. 2.measure performance or length of time in a position. 3.take into account your current salary.

7. Employee & Organizational Development Part 3: Definitions of Key Terms 1.Position Description Questionnaire is a document describing the duties, responsibilities, and requirements of a specific position.

8. Employee & Organizational Development 2. Position A position reflects the duties and responsibilities assigned to an employee. A position is assigned a unique number that identifies its location, classification, and pay grade within an organizational unit. Part 3: Definitions of Key Terms

9. Employee & Organizational Development 3. Position Review Position Review is the process used to analyze duties, responsibilities, and requirements of a specific position as described on the PDQ. Positions are evaluated based on the know-how, problem solving, and accountability required by the position. Part 3: Definitions of Key Terms

10. Employee & Organizational Development Position Summary Measures of Impact Position Duties Decisions Supervision Minimum Qualifications Additional Information The Organizational Chart Appeal Process Approval Part 4: The Elements of the PDQ

11. Employee & Organizational Development Part 4: The Elements of the PDQ Position Summary asks “Why (or for what reason) does this position exist?”

12. Employee & Organizational Development Measures of Impact What areas does this position impact? (Mark all that apply.) Program Department Division/College Campus/Institute University External to the University

13. Employee & Organizational Development Measures of Impact Describe the levels of responsibility this position has in areas checked. Program Department Division/College Campus/Institute University External to the University

14. Employee & Organizational Development Measures of Impact What type of budget impact does this position have on the area(s) for which it is responsible? Full authority to commit funds (Explain)* Effective recommendations to commit funds (Explain)* Maintain or audit funds committed (Explain)* Little or no budget responsibility *Explanation: Size of budget impacted ____

15. Employee & Organizational Development Position Duties What are the essential functions and responsibilities of this position (please indicate approximate percentage of time devoted to each function)? Essential Functions % of Time

16. Employee & Organizational Development Decisions What types of decisions does this position make? What types of decisions are referred to others? How are decisions implemented?

17. Employee & Organizational Development Supervision What types of supervisory responsibility does this position exercise? Hiring, disciplining, supervising, granting increases (Explain)* Effective recommendations in hiring, etc. (Explain)* Providing work direction to a group of employees (Explain)* Assisting others by providing guidance (Explain)* Little or no supervisory responsibility *Explanation:

18. Employee & Organizational Development Supervision What is the number of employees and/or students that this position supervises? ___ Exempt employees ___ Students ___ Non-exempt employees ___ Others (Explain)* *Explanation:

19. Employee & Organizational Development Minimum Qualifications What are the minimum qualifications in terms of education, experience, job skills, and physical requirements of the job which would be required? Education: Experience: Job Skills: Physical Requirements: (Please complete attached chart.)

20. Employee & Organizational Development Additional Information Please provide any additional information you believe will assist in understanding this position.

21. Employee & Organizational Development The Organizational Chart It’s Important Because the Chart Illustrates: 1. How does your position relate to the rest of the organization? 2.To whom do you report? 3.Who else reports to the same person? 4.Who reports to you?

22. Employee & Organizational Development Approval Approval by the employee, supervisor, and dean/director/department head indicates the PDQ has been reviewed and accurately reflects the job content of the position. ______________________ _________________ _____ Employee’s Signature Date Supervisor’s Signature Date ____________________________ Dean, Director, or Dept. HeadDate

23. Employee & Organizational Development Appeal Process Immediate supervisor/dept. head Local HR Office Statewide Committee

24. Employee & Organizational Development Part 5: Completing the PDQ PDQ Exercise 1: The Good, the Bad, and the Ugly. PDQ Exercise 2: Let’s Begin Yours.

25. Employee & Organizational Development Closing Remarks Review what has been learned Define ways to apply training Request feedback of training session THANK YOU!