APT Classification Plan
Job Evaluation Questionnaire
(JEQ)
The University of Regina Faculty Association (URFA)
representing the
Administrative, Professional and Technical
Employees Bargaining Unit
Incumbent
Position No.Department
Job Title
Please refer to the Guidebook when completing this Questionnaire
APT Classification Plan JEQ Effective Date: November 1, 20111
POSITION SUMMARY
Purpose: The position summary gives you an opportunity to think about your position in detail in preparation for completing the Questionnaire. It will also help provide better understanding of your questionnaire responses. In responding to these questions, try to describe your position in terms that would be understood by someone who knows nothing about the work that you perform. Do not use technical terms or acronyms where they can be avoided and remember to refer to the Guidebook.
- Briefly summarize the primary function and purpose of your position.
- On the following pages please list the main responsibilities of your job in order of importance (to a maximum of six). Under each responsibility, list the major job duties. A responsibility represents a key function of your job. A duty is an activity that you carry out to fulfill a responsibility.
In describing your responsibilities and duties, start with an action verb and then describe what you do, how you do it, and why you do it.
Please give the approximate percentage of time you spend on each responsibility area.
Position Summary – Major Responsibilities and Duties
- Responsibility:%
Duties:
- Responsibility:%
Duties:
- Responsibility:%
Duties:
- Responsibility:%
Duties:
- Responsibility: %
Duties:
- Responsibility:%
Duties:
Supervisor’s Comments:
FACTOR 1 – IMPACT OF ACTIONS AND DECISIONS
Definition – This factor assesses the impact or influence of actions and decisions for which the position is typically responsible.
Please provide examples of typical decisions you make or actions you take in carrying out the duties and responsibilities of your position, and the consequences of these decisions or actions, in enough detail to illustrate your example. Consider impacts affecting your position, your Department, your Faculty or Administrative Unit or the entire University and the results that should occur when the job is done well and not the consequences if errors are made.
Example 1:
Decision or Action:
Consequence, including scope and duration:
The responsibility for this decision or action is made (a or b):
a) Solely by the incumbent
b) In collaboration with others
Example 2:
Decision or Action:
Consequence, including scope and duration:
The responsibility for this decision or action is made (a or b):
a) Solely by the incumbent
b) In collaboration with others
Example 3:
Decision or Action:
Consequence, including scope and duration:
The responsibility for this decision or action is made (a or b):
a) Solely by the incumbent
b) In collaboration with others
Example 4:
Decision or Action:
Consequence, including scope and duration:
The responsibility for this decision or action is made (a or b):
a) Solely by the incumbent
b) In collaboration with others
Example 5:
Decision or Action:
Consequence, including scope and duration:
The responsibility for this decision or action is made (a or b):
a) Solely by the incumbent
b) In collaboration with others
Supervisor’s Comments:
FACTOR 2 – RESPONSIBILITY FOR HUMAN RESOURCES
Definition – This factor assesses the degree of responsibility for providing guidance, direction, training and supervision to others in their work as a regular part of the job.
Please attach an organization chart. List the positions (grouped by job title) for which your position has formal supervisory responsibility. Referring to the definitions provided in the Guidebook, describe the nature of the supervision.
Does your position have responsibility for selection and evaluation of staff? Check one only.
Yes
No
If yes, please explain the positions for which you have these responsibilities and your role in the processes.
Please indicate what other positions, if any, share this supervisory responsibility.
For positions not formally supervised (refer to the definition of “Others”), please indicate positions, if any, that are provided guidance, operations or technical support or training by your position. Explain the nature of the guidance provided.
Where project management is a major responsibility and you coordinate the work of staff or others within projects, please give a detailed example and indicate how many projects, how often (e.g. once a year), for how long a typical project lasts and the nature of the coordination, supervision or guidance to staff or others that is provided.
Please indicate what other positions, if any, share this responsibility.
Supervisor’s Comments:
FACTOR 3 – RESPONSIBILITY FOR FINANCIAL, MATERIAL AND INFORMATION RESOURCES
Definition – This factor assesses the level of responsibility and accountability for financial, material and information resources.
Please provide examples of financial resources and discretionary spending authority for which your position has responsibility and describe the nature of the responsibility (e.g. administer, maintain, develop). Do not include responsibility for APEA funds.
Please provide examples of the material resources for which your position has responsibility and describe the nature of the responsibility (e.g. administer, maintain, develop).
Please provide examples of the information resources for which your position has responsibility and describe the nature of the responsibility (e.g. design, develop, manage).
For all of the above examples, indicate what other positions, if any, share this responsibility and to what extent.
Supervisor's Comments:
FACTOR 4 – PROBLEM SOLVING
Definition – This factor assesses the application of knowledge to the analysis and resolution of problems. It is a measure of the difficulty and complexity of the work.
Please provide examples of typical problems encountered in your job. Briefly describe the steps you took and the guidance available to you in order to arrive at the solution.
Problem 1:
Solution and Guidance Available:
Problem 2:
Solution and Guidance Available:
Problem 3:
Solution and Guidance Available:
Problem 4:
Solution and Guidance Available:
Supervisor’s Comments:
FACTOR 5 – KNOWLEDGE
Definition – This factor assesses the depth and breadth of knowledge required to perform the duties of the job.
Please describe the combination of education and experience required to perform the duties of the position. List any specific diploma, degree, professional certificate or license, or other specialized training requiredto perform the duties of the position.
Education:
Experience: years
Please provide specifics of what you need to know to perform the duties of the position in enough detail to illustrate each example.
Example 1:
Example 2:
Example 3:
Example 4:
Example 5:
Supervisor’s Comments:
FACTOR 6 – INTERPERSONAL SKILLS
Definition – This factor assesses the skills typically required to communicate with others in carrying out the duties of the job.
Please provide examples typical of the communication skills required in your job.
Example 1:
Example 2:
Example 3:
Example 4:
Example 5:
Supervisors Comments:
FACTOR 7 – WORKING CONDITIONS
Definition – This factor assesses the disagreeable conditions of the job environment. It also includes the degree of health hazard and any aspects of necessary travel or unusual hours occasioned by the job.
Please describe any disagreeable condition in which your position must work (e.g. travel, irregular work hours, on-call, exposure to rude or aggressive behaviour, etc). Indicate the frequency and duration of your position’s exposure to the conditions.
Please describe any hazards to which your position may be exposed (e.g. dust, dirt, fumes, toxic chemicals, used sharps, heat or cold, noise, vibration, inclement weather, isolated working conditions, etc). Indicate the frequency and duration of your position’s exposure to the hazards.
Supervisor's Comments:
FACTOR 8 – PHYSICAL AND MENTAL DEMANDS
Definition - This factor assesses the physical and mental demands of the job.
Please provide examples of the typical physical effort (e.g. standing, stooping, walking, lifting, climbing, working in difficult or awkward positions) required in your position.
Example 1:
How often and how long:
Example 2:
How often and how long:
Example 3:
How often and how long:
Supervisor’s Comments:
Please provide examples of the typical mental effort (e.g. handling multiple priorities, interruptions, demands and pressures, customer interactions) required in your position.
Example 1:
How often and how long:
Example 2:
How often and how long:
Example 3:
How often and how long:
Supervisor’s Comments:
ADDITIONAL INFORMATION
Please provide any additional information you feel is significant to your position that has not been covered elsewhere in this questionnaire.
Supervisor's Comments:
Date:
Employee’s Electronic Signature:
Supervisor’s Name:
Supervisor’s Title:
Supervisor’s Electronic Signature:
Out-of-Scope Supervisor’s Name:
Out-of-Scope Supervisor’s Title:
Out-of-Scope Supervisor’s Electronic Signature:
APT Classification Plan JEQ Effective Date: November 1, 20111