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2. Protect Plannirgg Meetings and Communication Plan Deiteloprrnens <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 ineetings. We can conduct group <br />pre -project meetings for all City officials alldemployees 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 ofEssendfil Tasks — Position DeserP tion Ottestiotrrnalre <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 format, if the information on the PDQ dues not <br />clearly delineate the ,position's scope of responsibilities, we inay return the PDQ to the <br />position's incumbent for additional information, orfocus on the data gap during a <br />worksite job information interview. <br />2. .Erre In ee WorksiteJoh Inr orawflon Interviews -160 Included <br />We will conduct a worksite job information interview wi.th a representative incumbent of <br />every job 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 p€irticipation in the project. This process also ensures that we make all internal <br />and external comparisons on the basis ofactr aljoh content and not rnerely.lob title. <br />.. F,%�li'�i Sirttus Detc rritrtaFivra <br />We will review tho essential tasks and minimum qualifications of each of the City's jots <br />classifications and subject them to the fair Labor Standards Act tests to deteinnine their <br />exempt or non-exempt status, <br />4. Position Classiicrrt, iarI <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- i <br />