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929005134884ADMINISTRATORRECLASSIFICATION QUESTIONNAIREEFFECTIVE 2021-202200ADMINISTRATORRECLASSIFICATION QUESTIONNAIREEFFECTIVE 2021-2022-38100146685INSTRUCTIONS FOR FILLING OUT THIS QUESTIONNAIREThis questionnaire is designed to collect information about levels of skill, effort, and responsibility required of primary job assignments. Careful completion of this form may take several hours. This questionnaire will serve as the basis for drafting updated job descriptions and evaluating positions for placement on the proper pay grade. It is not a test of an employee’s personal skills or an assessment of an employee’s job performance. Please do not use technical jargon or abbreviations known only to members of your department or field. However, complete and thoughtful answers are necessary to correctly evaluate the position. Please follow the steps below and attach additional sheets of information if necessary.Carefully read the entire questionnaire before answering any of the questions so that you will not duplicate your plete the entire questionnaire to the best of your ability, with concise and factual replies. Incomplete questionnaires will be returned for further clarification. If the completed questionnaire is not received by the deadline, the request will not be reviewed. Be prepared to provide written documentation to support your ratings in the charts provided if requested during the review process.Update the job description for your position with the current requirements, responsibilities, duties and working conditions (using the template attached) to support your request. Include this updated job description with your questionnaire submission. It is your responsibility to: route the completed questionnaire to your direct supervisor and appropriate Chief Officer or Senior Cabinet Level Administrator for review and signature submit the completed, signed questionnaire to the Compensation team via email (Compensation@atlanta.k12.ga.us) before the January 22, 2021 deadline.00INSTRUCTIONS FOR FILLING OUT THIS QUESTIONNAIREThis questionnaire is designed to collect information about levels of skill, effort, and responsibility required of primary job assignments. Careful completion of this form may take several hours. This questionnaire will serve as the basis for drafting updated job descriptions and evaluating positions for placement on the proper pay grade. It is not a test of an employee’s personal skills or an assessment of an employee’s job performance. Please do not use technical jargon or abbreviations known only to members of your department or field. However, complete and thoughtful answers are necessary to correctly evaluate the position. Please follow the steps below and attach additional sheets of information if necessary.Carefully read the entire questionnaire before answering any of the questions so that you will not duplicate your plete the entire questionnaire to the best of your ability, with concise and factual replies. Incomplete questionnaires will be returned for further clarification. If the completed questionnaire is not received by the deadline, the request will not be reviewed. Be prepared to provide written documentation to support your ratings in the charts provided if requested during the review process.Update the job description for your position with the current requirements, responsibilities, duties and working conditions (using the template attached) to support your request. Include this updated job description with your questionnaire submission. It is your responsibility to: route the completed questionnaire to your direct supervisor and appropriate Chief Officer or Senior Cabinet Level Administrator for review and signature submit the completed, signed questionnaire to the Compensation team via email (Compensation@atlanta.k12.ga.us) before the January 22, 2021 deadline.942975-191770ADMINISTRATORRECLASSIFICATION QUESTIONNAIREEFFECTIVE 2021-202200ADMINISTRATORRECLASSIFICATION QUESTIONNAIREEFFECTIVE 2021-2022Date: Click here to enter text.Employee Last Name: Click here to enter text.First Name: Click here to enter text.Work Phone: Click here to enter text.Employee ID #: Click here to enter text.Job Title: Click here to enter text.Length in Current Position: Click here to enter text.Department: Click here to enter text.Supervisor’s Last Name, First: Click here to enter text.Supervisor’s Title: Click here to enter text.SECTION 1 – ORGANIZATIONAL FUNCTION Provide a simple organizational chart that locates your position in the department. Include the names and job titles of those positions just above you and those just below you. Indicate with an asterisk (*) positions with the same duties as your position. (Use the back of the page if necessary.)Click here to enter text.SECTION 2 – JOB TASKS AND FUNCTIONSA. Top Five Tasks and DutiesPlease list, in detail, below the top five tasks and duties that you perform. List the most important ones first. Indicate your best estimate of the percentage of time spent on each duty. (Note: total % of time should not exceed 100%)Indicate if the duty/task is new to your position or if an existing duty/task has changed in scope while you were working in the position. (If the duty/task has not been added or changed, leave this field blank.) Provide the date (month/year) the duty was added or changed. Duty/Task% Of TimeNew Or ChangedWhen Added or ChangedClick here to enter text.Click here to enter text.Click here to enter text.Click here to enter text.Click here to enter text.Click here to enter text.Click here to enter text.Click here to enter text.Click here to enter text.Click here to enter text.Click here to enter text.Click here to enter text.Click here to enter text.Click here to enter text.Click here to enter text.Click here to enter text.Click here to enter text.Click here to enter text.Click here to enter text.Click here to enter text.B. Additional TasksList any additional tasks you perform on an occasional basis and any long-term projects that you may work on as time permits.Additional Duty/Task or Long Term Projects% Of Time The Task TakesClick here to enter text.Click here to enter text.Click here to enter text.Click here to enter text.Click here to enter text.Click here to enter text.Click here to enter text.Click here to enter text.C. Eliminated Duties / TasksList any duties/tasks that have been eliminated from your current position while you held this position.Indicate the percentage of time previously spent on the task and the frequency that you previously performed the task.Duty or Task Eliminated% Of Time The Task TookClick here to enter text.Click here to enter text.Click here to enter text.Click here to enter text.Click here to enter text.Click here to enter text.SECTION 3 - JOB REQUIREMENTS AND DIFFICULTY OF WORKA. Top Five Skills, Knowledge and AbilitiesReferring back to the top five tasks/duties identified in Section 2 on pages 3 & 4 of this questionnaire, identify the top five skills, knowledge, and abilities necessary to perform the duties listed State how these skills, knowledge, and abilities are used in your positionDetermine the nature of your work. Routine & Repetitive (R), Broad with Standard Judgement (SJ) or Broad with Extensive Judgement (EJ)Skill/Knowledge/AbilityHow Skill Is UsedNature Of WorkClick here to enter text.Click here to enter text. FORMCHECKBOX R FORMCHECKBOX SJ FORMCHECKBOX EJClick here to enter text.Click here to enter text. FORMCHECKBOX R FORMCHECKBOX SJ FORMCHECKBOX EJClick here to enter text.Click here to enter text. FORMCHECKBOX R FORMCHECKBOX SJ FORMCHECKBOX EJClick here to enter text.Click here to enter text. FORMCHECKBOX R FORMCHECKBOX SJ FORMCHECKBOX EJClick here to enter text.Click here to enter text. FORMCHECKBOX R FORMCHECKBOX SJ FORMCHECKBOX EJB. Complexity of DutiesOn the scale below, please select the box under the number where you think your position falls in terms of the complexity of most duties performed.Repetitive Highly RoutineExtremely Complicated/Non-Standard1 FORMCHECKBOX 2 FORMCHECKBOX 3 FORMCHECKBOX 4 FORMCHECKBOX 5 FORMCHECKBOX C. Specialized Training or CertificationsList the certifications or any specialized training necessary in order to perform your job effectively (e.g., Professional Engineer Certificate, etc.).Certificate, Licenses, Training EducationIssued By What AgencyIssue DateExpiration Datenecessary for jobClick here to enter text.Click here to enter text.Click here to enter text.Click here to enter text.? Yes? NoClick here to enter text.Click here to enter text.Click here to enter text.Click here to enter text.? Yes? NoClick here to enter text.Click here to enter text.Click here to enter text.Click here to enter text.? Yes? NoD. Specific Laws, Regulations, Policies, Manuals or GuidelinesIdentify below the specific laws, regulations, policies, manuals, or guidelines used or followed by you in performing assignments. Rate the laws, regulations, etc., requiring the most judgment in interpreting their use and/or relevancy.Rate Relevancy: 10 = Highest and 0 = LowestLaws/Regulations/Etc.Relevancy(10 Highest → 0 Lowest)RationaleClick here to enter text.?10?8?6?4?2?0Click here to enter text.Click here to enter text.?10?8?6?4?2?0Click here to enter text.Click here to enter text.?10?8?6?4?2?0Click here to enter text.E. Supervision Received: Rate your level of accountability to your supervisor for the operation of your department by using a 10 → 0 scale (10 = totally accountable and 0 = no responsibility.)Level of accountability for work methods and related problems:?10?8?6?4?2?0Accessing productivity:?10?8?6?4?2?0Accessing quality of work produced:?10?8?6?4?2?0Level of accountability for budget responsibility:?10?8?6?4?2?0Providing input on staffing and/or organizational changes: ?10?8?6?4?2?0Level of accountability for developing objectives: ?10?8?6?4?2?0SECTION 4 –SUPERVISORY FUNCTIONSA. Employees You SuperviseList below the names and position title(s) of employees whom you supervise or direct as a regular part of your job (if any), and briefly state the nature of your responsibility for their work.Employee’s NameEmployee’s Job TitleLevel Of ResponsibilityPerformance EvaluationLength Of Time You have SupervisedClick here to enter text.Click here to enter text.Click here to enter text.? Yes? NoClick here to enter text.Click here to enter text.Click here to enter text.Click here to enter text.? Yes? NoClick here to enter text.Click here to enter text.Click here to enter text.Click here to enter text.? Yes? NoClick here to enter text.Click here to enter text.Click here to enter text.Click here to enter text.? Yes? NoClick here to enter text.Click here to enter text.Click here to enter text.Click here to enter text.? Yes? NoClick here to enter text.B. Supervisory Functions RatingsSupervisory FunctionsRelevancy(10 Highest → 0 Lowest)RationaleRate how your work scheduling of assignments and tasks is determined. 10 = you determine; 0 = set by supervisor?10?8?6?4?2?0Click here to enter text.Estimate the normal impact of the duties you perform.10 = have districtwide impact;0 = impact specific individuals, cases or situations.?10?8?6?4?2?0Click here to enter text.Estimate the nature or type of knowledge necessary to successfully perform the duties of your job.10 = complete technical knowledge of a professional field, combining post baccalaureate education and extensive experience;0 =working knowledge obtained through on-the-job experience.?10?8?6?4?2?0Click here to enter text.Your regular duties are guided by:10 = complete mastery of your field and ability to extend accepted principles & theories and/or solve unprecedented problems0 = follow standard practices and procedures in your area.?10?8?6?4?2?0Click here to enter text.Regarding your decision-making and work, to what extent are you normally supervised?10 = very little supervision, nature of work is self-directed0 = specific directions are provided, and work is checked for accuracy and soundness.?10?8?6?4?2?0Click here to enter text.SECTION 5 –DESCRIPTIONS OF SUPERVISORY FUNCTIONSRead each of the categories below and provide a description of how each of the categories applies to your position. Then, cite an example of each category to support your description. Finally, rate the complexity for each category from 10 (highest) – 0 (lowest) in your position.PLANNING is devising a scheme, manner, or way of arranging your department’s work production or operations, including the daily workflow and staff capabilities, long and short-range goals, objectives and/or priorities, and deadlines.DESCRIPTION of how planning applies to your position: Click here to enter text.EXAMPLE to support your description above and specifically support your rating below: Click here to enter text.?10?8?6?4?2?0RATING 10 = Highest and 0 = Lowest: ORGANIZING is devising a scheme, manner, or way of arranging your department’s work production or operations, including the daily workflow and staff capabilities, long and short-range goals, objectives and/or priorities, and deadlines.DESCRIPTION of how organizing applies to your position: Click here to enter text.EXAMPLE to support your description above and specifically support your rating below: Click here to enter text.?10?8?6?4?2?0RATING 10 = Highest and 0 = Lowest: BUDGETING is predicting the needed personnel, equipment and supplies, and other monetary requirements for a stipulated time. The budgetary process normally requires justification of the request.DESCRIPTION of how budgeting applies to your position: Click here to enter text.EXAMPLE to support your description above and specifically support your rating below: Click here to enter text.?10?8?6?4?2?0RATING 10 = Highest and 0 = Lowest: DIRECTING is assigning duties to subordinates to ensure that the tasks are performed in the most efficient manner. Duties may be assigned directly to subordinate supervisors and may involve the coordination of various operations.DESCRIPTION of how directing applies to your position: Click here to enter text.EXAMPLE to support your description above and specifically support your rating below: Click here to enter text.?10?8?6?4?2?0RATING 10 = Highest and 0 = Lowest: INSTRUCTING is explaining policies, procedures, programs, and objectives arising during the course of work directly to employees by verbal or written instructions or through subordinate supervisors.DESCRIPTION of how instructing applies to your position: Click here to enter text.EXAMPLE to support your description above and specifically support your rating below: Click here to enter text.?10?8?6?4?2?0RATING 10 = Highest and 0 = Lowest: SETTING STANDARDS is establishing work standards (quality and quantity) for work performed within your department. Please specify whether you establish, approve, revise and/or ensure adherence DESCRIPTION of how setting standards apply to your position: Click here to enter text.EXAMPLE to support your description above and specifically support your rating below: Click here to enter text.?10?8?6?4?2?0RATING 10 = Highest and 0 = Lowest: REVIEWING Is examining work of subordinates, during or upon completion, for quality, compliance with standards, cost and goal accomplishments, conformance to policy, accuracy and other elements.DESCRIPTION of how reviewing applies to your position: Click here to enter text.EXAMPLE to support your description above and specifically support your rating below: Click here to enter text.?10?8?6?4?2?0RATING 10 = Highest and 0 = Lowest: TRAINING Is providing or arranging for formal training (not on-the-job instruction) for your department, which would include the WHY of doing a job, not just HOW to do it. This would involve determining training needs, teaching, establishing needed training programs, and evaluating the effectiveness of the training.DESCRIPTION of how training applies to your position: Click here to enter text.EXAMPLE to support your description above and specifically support your rating below: Click here to enter text.?10?8?6?4?2?0RATING 10 = Highest and 0 = Lowest: COUNSELING & DISCIPLINING involves developing or carrying out employee relations policies, resolving informal or formal grievances and/or recommending disciplinary action up to and including termination. It also involves discussing problems or complaints with employees.DESCRIPTION of how counseling and disciplining applies to your position: Click here to enter text.EXAMPLE to support your description above and specifically support your rating below: Click here to enter text.?10?8?6?4?2?0RATING 10 = Highest and 0 = Lowest: APPRAISING PERFORMANCE involves comparing an employee’s job performance to established performance standards, providing counseling, guidance and/or motivation for improvement, and assuring the appropriate application of standards in the appraisal process. It also involves developing performance standards in conjunction with the employee.DESCRIPTION of how appraising performance applies to your position: Click here to enter text.EXAMPLE to support your description above and specifically support your rating below: Click here to enter text.?10?8?6?4?2?0RATING 10 = Highest and 0 = Lowest: OTHER PERSONNEL FUNCTIONS include interviewing, evaluating, selecting, or recommending individuals for hire; establishing methods for employee development; and approving and recommending employee’s leave time.DESCRIPTION of how other personnel functions apply to your position: Click here to enter text.EXAMPLE to support your description above and specifically support your rating below: Click here to enter text.?10?8?6?4?2?0RATING 10 = Highest and 0 = Lowest: SECTION 6 – JOB DESCRIPTION TEMPLATE AND DIRECTIONSPlease prepare an updated job description reflecting the changes that best describe the position as you view it today. Please use the template on the following two pages.JOB DESCRIPTIONClick here to enter text.DIVISION: Enter Text (e.g. Example Human Resources)GRADE: HR USE ONLYDEPARTMENT: Enter Text (e.g. Talent Management)WORK DAYS: Click here to select of Work Days for position.REPORTS TO: Enter Text (Supervisor Job Title)FLSA STATUS: HR USE ONLYEMPLOYMENT CATEGORY: HR USE ONLYPOSITION SUMMARYEnter Text – Describe the overall mission and vision of the position. This part of the Job Description should give the applicant a clear understanding of this job’s purpose and its value to the organization.MINIMUM REQUIREMENTSEDUCATION: Enter Text – required MUST be included, but can also add preferred. Subject to change based on HR evaluation.CERTIFICATION/LICENSE: Enter Text – must include required, but can also add preferred. Subject to change based on HR evaluation.WORK EXPERIENCE: Enter Text – Indicate the MINIMUM amount of prior related work experience and type of experience required.KNOWLEDGE, SKILLS, & ABILITIES: Enter Text – Competencies required to perform the work successfully. Note: These are not the same as Core Duties and Responsibilities. They can range from general skills (See Attached) to specific skills such as “Knowledge of quantitative methods and statistical methodologies)ESSENTIAL DUTIES1.Enter Text – Essential Duties describe the major roles and responsibilities of the job. There should be at least 8 and no more than 15.2.Enter Text – Essential Duties describe the major roles and responsibilities of the job. There should be at least 8 and no more than 15.3.Enter Text – Essential Duties describe the major roles and responsibilities of the job. There should be at least 8 and no more than 15.4.Enter Text – Essential Duties describe the major roles and responsibilities of the job. There should be at least 8 and no more than 15.5.Enter Text – Essential Duties describe the major roles and responsibilities of the job. There should be at least 8 and no more than 15.6.Enter Text – Essential Duties describe the major roles and responsibilities of the job. There should be at least 8 and no more than 15.7.Enter Text – Essential Duties describe the major roles and responsibilities of the job. There should be at least 8 and no more than 15.8.Enter Text – Essential Duties describe the major roles and responsibilities of the job. There should be at least 8 and no more than 15.9. Enter Text – Essential Duties describe the major roles and responsibilities of the job. There should be at least 8 and no more than 15.PHYSICAL DEMANDS/ADA REQUIREMENTSClick here to enter text Click here to enter text All Job Description submissions are subject to change based on HR Review and Classification requirements. An HR Representative will do a final review with the owner before submission.SECTION 7 –SIGNATURES REQUIRED IN BOX BELOW The completed questionnaire must be routed, by you, to your direct supervisor and appropriate Chief Officer or Senior Cabinet Level Administrator for review and signature.133350140970SIGNATURE OF DIRECT SUPERVISOR I authorize this position to be reviewed through the job evaluation process.Signature of Direct SupervisorDatePrinted NameSIGNATURE OF CHIEF OFFICER/SENIOR CABINET LEVEL ADMINISTRATOR I authorize this position to be reviewed through the job evaluation process.Signature of Senior Cabinet Level AdministratorDatePrinted Name00SIGNATURE OF DIRECT SUPERVISOR I authorize this position to be reviewed through the job evaluation process.Signature of Direct SupervisorDatePrinted NameSIGNATURE OF CHIEF OFFICER/SENIOR CABINET LEVEL ADMINISTRATOR I authorize this position to be reviewed through the job evaluation process.Signature of Senior Cabinet Level AdministratorDatePrinted NameSECTION 8 –SUBMISSION This completed questionnaire and signature page MUST be submitted by email as an electronic attachment to:The Compensation Team at Compensation@atlanta.k12.ga.us on or before Friday, January 22, 2021, in order to participate in the reclassification process. ................
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