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2. Project Planning Meetings and Communication Plan Development <br />We will consult with the Executive Director of Personnel and City Officials or <br />representatives on a communication strategy, plan, and materials, beginning prior to the <br />project and extending to the post -project information meetings. We can conduct group <br />pre -project meetings for all City officials and employees where we will discuss the <br />project's scope, answer questions, and distribute and explain the Position Analysis <br />Questionnaire. <br />D. POSITION CLASSIFICATION REVIEW <br />1. Review ofEssential Tasks — Position Description Ouestionnaire <br />We will review and analyze the current essential tasks, duties and responsibilities, and <br />minimum qualifications of each included position through the Position Description <br />Questionnaire (PDQ) to be completed by each employee (or group of employees with <br />identical jobs) in print or electronic formal. if the information on the PDQ does not <br />clearly delineate the position's scope of responsibilities, we may return the PDQ to the <br />position's incumbent for additional information, or focus on the data gap during a <br />worksite job information interview. <br />2. Employee Worksite Job Information Interviews —160 bzcluded <br />We will conduct a worksite job information interview with a representative incumbent of <br />everyjob classification. The purpose of these interviews is to verify the data on the PDQ, <br />obtain additional insight into the scope and complexity of the job duties, observe <br />technical processes and working conditions, and to provide employees with an additional <br />method of participation in the project. This process also ensures that we make all internal <br />and external comparisons on the basis of actual job content and not merely job title. <br />3. FLSA Status Deterrninatiozz <br />We will review the essential tasks and minimum qualifications of each of the City's job <br />classifications and subject them to the Pair Labor Standards Act tests to determine their <br />exempt or non-exempt status. <br />4. Position ClassiReation <br />Each of the City's positions will be analyzed and evaluated to determine their primary <br />characteristics, including: <br />- Is there a current City occupational job group comprised of job classes with essential <br />functions similar to the subject position; if so: <br />25D-13 <br />