Classification Study Final Report
2006-2007 Classification Study Archived Background Information
Sound personnel management practices require that classifications be reviewed periodically. In that light, the Personnel Commission, in cooperation with the Carlsbad Unified School District, is embarking on a Classification Study. The purpose of this study is to ensure that the classified personnel position descriptions accurately and correctly describe the duties and responsibilities of the job, and to study the salaries of the positions to ensure proper alignment within the district, as well as a comparison to a similar job market. The study will be conducted over the 2006-2007 school year.
Classification Descriptions Accepted
Final classification appeals were heard by the Personnel Commission at their regular meeting on May 1, 2007. After review of the material submitted by the consultant and hearing the appeals of affected employees, the Personnel Commission has accepted the recommendations of the consultant regarding class descriptions and allocation of individual employees. Two positions in Alternative Education were held over for further study. The new classification descriptions are posted and went into effect on July 1, 2007.
- Why is this classification study being done?
- Who is doing the study?
- Will the study be objective?
- How will the study be conducted?
- Who will be interviewed?
- Will employees be given work time to complete their portion of the study?
- What is the best way to describe my work duties?
- When is the questionnaire due?
- What happens if I do not submit a questionnaire?
- Who is my supervisor for the purpose of review of the questionnaire?
- Will my supervisor change my answers?
- Will everyone get raises?
- Can an employee's salary be lowered as a result of this survey?
- How will market place pricing be determined?
- What happens after the study is completed?
- What is the role of the Advisory Committee?
- How can I get other questions answered?
Why is this classification study being done?
CUSD, in coordination with the Personnel Commission, has voluntarily contracted to have the classification study done for two reasons:
1. To ensure that the classified job descriptions accurately reflect what people are currently doing "on the job".
2. To ensure that the salary ranges for classified positions allow the District to recruit and retain employees who are qualified and capable of performing the jobs. (back to top)
Who is doing the study?
CUSD has contracted with Ewing Consulting Services to conduct the classification study. Ewing Consulting Services is responsible for collecting and analyzing the data it receives from CUSD employees. (back to top)
Will the study be objective?
CUSD is committed to having accurate data on which to base its classification decisions. It is for this reason that Ewing Consulting Services was hired to do an objective classification study. (back to top)
How will the study be conducted?
Employees will be asked to complete a survey form. This form will probably take two to three hours to complete. The completed form should be turned in to the employee's supervisor who will review the form, add comments, sign it, and return it to the Personnel Commission. Ewing Consulting Services is responsible for analyzing the forms and developing job descriptions/titles based on the results of the surveys. Interviews will be scheduled with a selected number of employees in each classification. Preliminary classifications and assignment of positions to classifications will then be presented. (back to top)
Who will be interviewed?
At least one employee in each job classification will be interviewed, as will employees and supervisors who request an interview. Interviews will also be scheduled regarding any positions that appear to be very different from the current classifications. Ewing Consulting Services will also conduct interviews when they have questions about a survey's information. (back to top)
Will employees be given work time to complete their portion of the study?
Employees and supervisors should work out time for the surveys to be completed during the workday. This may be a block of time or smaller increments depending on the work needs. (back to top)
What is the best way to describe my work duties?
Volume of work is not what's important, nor is the amount of coverage for your responsibilities. Answer the questionnaire with what your work duties actually are. Using action verbs is the most effective way to describe your work duties. Use verb as the leading word of the statement. For example: "Collect and verify receipt of enrollment forms". Be sure to use accurate verbs. As an example, "collect and verify receipt of enrollment forms" is very different from "analyze enrollment forms". (back to top)
When is the questionnaire due?
You should submit your questionnaire to your immediate supervisor for review by no later than Friday, October 6, 2006. (back to top)
What happens if I do not submit a questionnaire?
Employees who do not submit a completed questionnaire will have no rights to appeal the recommendations of the study. (back to top)
Who is my supervisor for the purpose of review of the questionnaire?
Your direct supervisor is the person who is responsible for conducting your evaluations. This is the person to whom you should submit your questionnaire. (back to top)
Will my supervisor change my answers?
Your supervisor will NOT alter your statements in any way. The last page of the questionnaire is provided for your supervisor to provide comments on what you have written. This is not intended to serve as a performance review, an evaluation or staffing review. The supervisor's comments are not confidential and may be read by you. (back to top)
Will everyone get raises?
While it is likely that some classifications will be adjusted to reflect current market value for the duties and responsibilities, there is no reason to believe that every or even most classifications will be adjusted. All recommendations for salary adjustments will be negotiated between the employee bargaining unit (FUSE) and the District. (back to top)
Can an employee's salary be lowered as a result of this survey?
No. Employees may stay the same on the salary schedule, but no one's salary will be reduced. (back to top)
How will market place pricing be determined?
Market place pricing is generally determined by gathering information from job markets similar to CUSD. This most likely will include other school districts which are similar in size and geographical location to CUSD. It may also include other public sector organizations. (back to top)
What happens after the study is completed?
The results of the study and any recommendations by Ewing Consulting Services will be presented to the Personnel Commission and the District. Any changes as a result of the study must be negotiated with the appropriate bargaining unit. (back to top)
What is the role of the Advisory Committee?
The advisory committee consists of representatives of the job families being studied and members of the Personnel Advisory Committee. This committee will be a liaison between the employee groups and the consulting firm to relay information and concerns between both. They can be contacted for information at any time. (back to top)
How can I get other questions answered?
For answers to questions that are not listed on this page, please contact any advisory committee member or call the Personnel Commission office (760-331-5000). You may also e-mail Debby Wulff through First Class or at dwulff@sdcoe.net or Sheri Walls through First Class or at swalls@sdcoe.net. (back to top)