Test Guide Essay

968 words - 4 pages

This guide is designed to walk you step by step through the process of calculating the organizational need component of the retention score. The form you will use will provide the other sub-scores and total the final retention score so you can determine who will be retained and who will be designated for layoff. Human Resources is available to help you, so don’t hesitate to contact Jack Loring at 44726, Jim Valliere at 45476, Joni Valliere at 43228, Chester Johnson at 45070, Laura Berkowitz at 44835, or Gene Pressoir at 44755 if you have any questions.

1. Establish how your organization will look in the future. Identify the functions, job classifications and positions you will need to keep for your future needs. Remember, you are retaining positions, not people.
• A job classification is the class to which a position officially belongs. The job classification has a title, a description and a pay grade associated with it.
• A position is a single “slot” within a job classification with a unique position control number.

2. Based on the positions in a job classification which will remain, decide which positions will be eliminated. Again, eliminate position control numbers, not individuals.

3. It is important to start with the highest pay grade job classification with an eliminated position, because classified employees can bump down. This will ensure that you do not have to perform evaluations for a remaining position more than once.

4. Complete the Position Evaluation Information. Use the drop down arrow to select the position control number. This will automatically enter the job classification.

5. Complete the competencies for this position that are critical to organizational success:
A. Technical Requirements:
• You must include at least 5 technical skills
• The weight of each requirement can range from 0.5 to 4 points
• If a certification or other qualification is an absolute requirement, do not include it. Consider it pass/fail and only candidates who possess the certification will be considered.

B. Competencies from new Performance Evaluation System:
• Include a minimum of 2 from the drop down box on the form. Field and Office Staff have 11 competency choices, and Management Staff and Professional Staff have 13 choices.
• The weight of each requirement can range from 0.5 to 4 points
• Choose the competencies that are most critical to a particular position.

C. You may add up to 3 other optional technical skills, competencies from the drop down box, or a combination of both. You must have at least 7 technical and competency items and the total weights must equal 10.

6. Decide which employees must be considered for the position to be retained.
• You must include every employee who currently encumbers a position in that job classification and employees at higher job classifications designated for layoffs who previously held that job classification.

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