Criteria for Position Analysis and Placement on the UNLV/UNR Administrative Salary Schedule

UNLV Professional Staff Members are clustered by level of responsibility and placed within one of seven salary ranges (i.e., 1-7). Placement within a salary range would be determined by a salary survey of comparable positions. Where such positions cannot be identified, placement would depend upon a comparison of the position with other positions within a given salary range in terms of:

A. Minimum Skills and Knowledge Required

This factor addresses the experience and education needed to obtain the variety and level of knowledge, skills, and abilities required to perform the duties of the position. This factor does not address the personal qualifications of the employee, only what the position requires.

Information used to evaluate this factor is found in the "Minimum Qualifications Required to Perform the Essential Functions of the Position" and "Knowledge, Skills, and Abilities" sections of the position description questionnaire (PDQ).

This factor addresses the underlying purpose of personal contacts to include the exchange of information, problem identification/resolution, tact, and persuasion to the extent that the position is required to influence others. Measured in conjunction with the nature of responsibility exercised.

Information used to evaluate this factor is found in the "Interpersonal Relationships" section of the position description questionnaire.

Nature of Responsibility exercised within the context of the overall operations of the university addresses a position’s supervisory, managerial or high level administrative responsibility within and between functional areas. This factor applies to policy-making and administrative authority.

Information used to evaluate this factor is found in the organization chart, "Responsibilities and End Results", "Summary of Primary Purpose of the Position," and "Interpersonal Relationships."

The complexity of problems to be solved is reflected in the availability, clarity and specificity of guidelines, policies, principles, and goals as applied to the variety of position responsibilities and degree of analytical thinking involved.

Information used to evaluate this factor is found throughout the PDQ, particularly in "Primary Purpose", "Responsibilities" and "Challenges."

Functional scope of problems to be solved addresses the range and diversity of problem-solving responsibilities to include the situation and the type of mental activities required to resolve a problem.

Information used to evaluate this factor is found throughout the PDQ, particularly in "Primary Purpose", "Responsibilities" , "Challenges" and the organizational chart.

Constraint on independent action addresses the independence with which the employee functions. This includes the degree of supervision received and the degree to which the incumbent’s activities are structured procedurally.

Information used to evaluate this factor is found in the section on "Constraints on Independent Action."

Impact of independent actions addresses the impact that one’s actions and performance have on the achievement of objectives related to the university goals, objectives and programs.

Information used to evaluate this factor can be found in the question regarding "Impact of an error made by the incumbent", "Accountability", and in the "Primary Purpose" statement.

This factor addresses a position’s level of accountability as it relates to the attainment of university goals. The level of accountability is weighted in terms of the magnitude of the end result as applied to objective measurable criteria such as budget size, number of employees, number of programs, number of program recipients, etc.

Information used to evaluate this factor is found in "Primary Purpose", "Interpersonal Relationships" and "Accountability."

Send questions or comments to george.dombroski@unlv.edu Last updated Monday, 08-Jan-2007 13:25:03 PST