|There are three (3) core processes within the overall reclassification process: Objective Criteria Information, Comparative Data Information, and Internal Equity Information.|
The Objective Criteria Information is obtained by studying positions based on seven (7) prioritized components. These components are directly linked to a Job Description Questionnaire that is available via Lotus Notes. These objective criteria include:
- Decision-making (nature and degree)
- Scope and effect
- Supervisory controls
- Complexity of work
- Personal contact
- Physical demands/work environment
The Comparative Data Information is obtained by acquiring information on comparative jobs in other organizations. The emphasis of identifying comparative jobs is on the primary job duties, not just on job titles.
HR Systems Department personnel will collect comparative salary data from multiple job resource sources. In an effort to collect accurate salary information, HR Systems Department personnel will consider the general primary responsibility given by the resources, as not all job titles will be equal among the resources. The purpose of this process is to collect true salary data for the Audit/Review Team to use during the review process.
HR Systems Department personnel will work to identify resources with similar positions as well as to utilize information from salary studies completed by organizations such as the Metropolitan Regional Educational Service Agency (MRESA) and Compdata Surveys (sponsored by the Georgia Chamber of Commerce).
HR Systems Department personnel will review similar positions and/or situations within the district in order to maintain a stable compensation environment.
The review will consider the affect the reclassification will have on:
- Organizational Structure - The organizational structure of the office, department, division, or school.
- Immediate Environment - The jobs in the immediate office, department, division, or school.
- Across Divisional Lines - The comparative jobs in other offices, departments, divisions, or schools.
The purpose of this process is to collect as much information as possible to help the Audit/Review Team in their discussion and decision concerning proper salary placement of the GCPS job being considered and the affect any reclassification would have on the organization.