Texas job classifications


In pursuance of attracting and retaining a highly qualified and diverse workforce and to fill openings at all levels, it is the Texas Tech University System's philosophy, to include its component institutions, to maintain consistent and competitive salary ranges based on each component's goals, priorities, and financial position. Texas Tech seeks to recognize and reward its employees for their talent, skills, and performance. Texas Tech is committed to maintaining a work environment free of discrimination and encourages all employees to strive to reach their full potential. The following statements express our objectives with respect to base pay of all employees. Texas Tech recognizes not all these objectives may be completely achieved at all times for employees, but they are set forth herein to serve as guides against which proposed actions are to be administered and evaluated as outlined in each component institution's salary administration policy.


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Frequently Asked Questions – Position Classification/Position Descriptions


Official websites use. Share sensitive information only on official, secure websites. Latest Earthquakes Chat Share. Whose responsibility is it to write a Position Description PD? PDs must by written by someone knowledgeable of the occupational field, the organization, functions, programs, and procedures concerned. It must also be certified by the supervisor as an accurate representation of the work. HR can only advise on content and factor level language.

Major duties are statements identifying the most important, regular and recurring duties and responsibilities assigned to a position.

Major duties are those that represent the primary reason for the position's existence and govern the qualification requirements.

For the purposes of writing a PD, a position should typically have 5 to 7 major duties. Who determines the duties that are assigned to a position? A PD should identify the regular and recurring major duties and responsibilities assigned to a position. A PD does not describe in detail every possible activity performed by the employee in the position. Can supervisors add specific education requirements to professional position descriptions e.

PDs describe duties, responsibilities, and reporting relationships of a position and cannot be used to add education requirements in excess of the OPM minimum qualification requirements.

The format of a PD is dependent on the type of position. Use of these templates is strongly encouraged as they provide technical guidance for PD writing. As a result, the knowledge and experience requirements can be met by persons qualified in either of the professional series involved.

Interdisciplinary classification is used principally for positions in mathematical, scientific, or engineering disciplines.

There must also be an obvious degree of commonality in the core education, knowledge, and experience necessary to meet the qualification requirements of either profession. Position descriptions for these positions must state that they are interdisciplinary, and show the tentative classification title, series, and grade for each profession normally limited to two or three series.

For staffing purposes, the selected classification of an interdisciplinary professional position is based on the qualifications of the employee that was selected and is recorded on the position description once the position is filled. When establishing a position at multiple grade levels e. A full position management review of the position and surrounding organizational structures must be completed when using a career ladder for a code 4 supervisor position.

Only prescribed titles may be used as the official title for a position. HR can help construct appropriate organizational titles. These may be helpful for internal use or for recruiting purposes but are not always descriptive of the overall occupation for broader purposes.

A variety of information is considered by the HR Specialist when determining the series of a position. Considered in making the determination are the type of organization in which the position is located, the qualifications used in recruiting for the position, and the primary type of work performed by the position. For most positions this determination is straight-forward; for example, a position performing lower-graded technical work in support of a stream gage network in a Water Science Center fits very neatly into the Hydrologic Technician series.

At times, however, it may be more difficult to determine the series. In situations where much of the work is administrative in nature, but the position requires a professional understanding of scientific principles, the qualifications for scientific positions will drive the series determination.

A support position that performs a variety of clerical, property management, and purchasing tasks in an administrative organization would likely fit in the Miscellaneous Clerk and Assistant series, whereas a position performing similar work sitting in a facilities operation organization will fit better into the , Equipment, Facilities, and Services Assistance series. Can I change an existing position description without a full classification review?

This form cannot be used to make changes to the existing title, grade or series of a position. The only modifications that can be made to the cover page of a DOI standard PD is the addition of organizational information or appropriate remarks. Signatures, titles, etc. Any modifications, such as addition of minor collateral duties, must be documented on a DI An example of where this may be appropriate is the addition of duties related to a specific class of animals or to a specified type of hydrologic studies unique to the organization.

All PD amendments will be submitted to Classification for review and approval through the system. During the classification review process, the information contained in the position description relating to supervisory duties is reviewed along with the organizational chart. This information is compared to OPM published standards and guidance to determine the supervisory status of the position.

These positions. Typically, code 4 supervisors are reserved for small organizations where no other supervisory options are practical and position management principles have been applied. The decision to add Code 4 supervisory duties to a position must be made in consultation with HR management to ensure appropriate use and consistency with law, regulation, and policy.

Permanent, Temporary, Seasonal, etc. Positions that have the addition of supervisory responsibilities should be reviewed for potential changes to data elements on the Form HC PD coversheet. Sample Supervisory Statement : Exercises the full range of administrative and technical supervision for a supporting staff.

Performs overall work planning, establishes work schedules and priorities and assigns and reviews work. Personally discusses with subordinates their work progress and problem areas as they arise. Interviews and recommends the hiring of subordinate staff. Recommends promotions, reassignments and other personnel changes, and approves leave.

Recommends awards, and counsels employees whose performance falls short of expectations. Identifies training needed by subordinates and ensures that training opportunities are provided. Carries out minor disciplinary measures such as counseling, written warnings, and reprimands and proposes other more sever discipline in more serious matters. Keeps employees informed of management policies and goals.

Equal Opportunity: As a supervisor, the incumbent is responsible for ensuring equal opportunity for employees supervised, including selection for training, promotions and awards.

Safety: Responsible for the on-the-job safety and health of all employees supervised and initiates efforts conforming to established local and bureau safety programs to satisfy the responsibility. Submit the request and required documents to the Human Resource Office through the for classification review and approval. Even though they may service different offices, the work performed is identical.

Because supervisory positions are evaluated based upon factors such as the typical grade level of work being supervised, the organizational setting of the position, etc. The organizational structures and work being supervised must be identical as well as the work being performed by the supervisory position. They are typically only found in large organizations with several sub-units of identical size, mission, and purpose. These PDs often represent the work of a higher-level technical expert to whom others in an organization look for guidance and assistance.

Such PDs should not be used to fill multiple positions without careful review by and authorization of the classifier. Can I be assigned work that is not described in my position description? Managers and Supervisors have the right to assign work to employees under their supervision, and employees have the responsibility to perform the assigned work. Employees frequently perform work that is not described in their PD. HR must be consulted when adding significant duties to any PD.

Failure to consult HR in such cases can result in a supervisor or manager unwittingly committing a prohibited personnel practice. Are all Federal employees entitled to a copy of their Position Description?

Employees should have access to their position description. Crediting a position at a particular factor level requires the HR specialist to evaluate the job duties by comparing the predominant work to the factor level description in the OPM Classification Standards.

Each factor level description represents a minimum or "threshold" between each factor. If a position factor exceeds one level but fails to meet fully the intent of the next higher level, then the lower point value must be credited. Because factor level descriptions represent the lower range or threshold for a given point value, the position must fully meet the intent of the factor level to be credited. How is the position classification i.

The major duties and responsibilities of a position are analyzed and evaluated using position classification standards and guides issued by the Office of Personnel Management OPM. What are position classification standards, functional guides and job family standards?

Position classification standards, functional guides and job family standards are the evaluation tools issued by the Office of Personnel Management and used by the HR Specialist when evaluating the work of positions. A desk audit is a way of getting up-to-date facts about a position to ensure the duties are classified accurately.

Changes in programs, new tools, different procedures, and organizational changes are only a few ways that duties and responsibilities of a position are affected. Other examples that may trigger a desk audit are:. Employees should work with their immediate supervisor when they feel their PD is no longer accurate in clarifying any assigned duties. If needed, an updated description may need to be written and classified. What is a position classification appeal and what issues may be appealed?

An employee can appeal the classification of their position either through Department of the Interior DOI procedures or directly to the Office of Personnel Management. Second, the determination of exempt or non-exempt from the provisions of the Act must be based on the duties and responsibilities of an operating position, not on titles, grade levels, or position descriptions that may or may not be accurate.

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The Texas A&M System-wide Pay Plan

Current openings include: Rural Mail Job Purpose: Work performed in supervising a group of custodians in cleaning activities Supervises custodians in sweeping, mopping, waxing, dusting, and general custodial. The updated pay scales will take effect pay period , and the increases will be in workers' paychecks on May 1, Fingerprint check, state and county checks Please ensure you can receive email messages from our test vendor and follow instructions carefully so you can be Uses wax, polish, and other protective agents appropriate for the Have a valid email address to apply as communication … Custodian tests vary between school districts, but some types of question are fairly standard, such as the correct procedures for preparing to handle biological spills or safety precautions for handling electrical equipment. Keep a clean and safe working environment and optimise space utilisation.

In comparison with the job classifications at Texas Division, there are only three production and maintenance classifications at Oyster Creek, namely.

Pay Plan and Job Codes

Budget and Risk Management. Commissioners Court. Community Development and Housing. Community Supervision and Corrections. County Clerk. Criminal District Attorney. District Clerk. Domestic Relations.


Compensation Services

texas job classifications

The pay system has a flexible design necessary to meet changing conditions. It includes a pay and benefits package that supports the City in attracting, motivating and retaining a productive labor force. Resident Business Government Departments. Find a Job.

Everyone who works for the City of McKinney possesses intangible qualities like dependability and a strong work ethic, but we have something else, too.

Employee Classification Policy: Employment Categories

Address: Waco. Contact Name: Anna Hochstatter. This progressive and diverse city with a vibrant community spirit offers major attractions, museums, recreation, and abundant shopping to more than , residents. Waco is the 25th largest city in Texas and the county seat of McLennan County. Waco is not only briming with Texas history, economic opportunity, and a rich variety of cultural experiences, it is also a major seat of high learning within three major colleges in its city limits including Baylor University, Texas State Technical College and McLennan Community College.


Pay Plan & Classification (Job) Descriptions

They utilize the principles of applied behavior analysis ABA , such as reinforcement and prompting, to teach the clients adaptive behaviors in developmental areas, such as language, socialization, play, self-help, and motor skills. In addition, behavior technicians implement behavior modification techniques, such as differential reinforcement of alternative behaviors DRA , in order to reduce problem behaviors that the clients exhibit. Behavior technicians perform other job duties as assigned. Learn More or Apply for Open Positions. With regard to providing behavior therapy, the senior behavior technician must fulfill all of the responsibilities listed under the behavior technician position. For example, they review the data collected by the behavior technicians and contact the behavior technicians if any discrepancies are found.

Classification & Compensation Employee Classification & Compensation rank Galveston College in the top 25% of public two-year colleges in Texas.

Use of Contract: Texas State Agencies are required to use this contract for their temporary personnel requirements prior to seeking services through an outside vendor or any other contracts outside of SPD. State of Texas agencies are required to request personnel from their primary and if the primary is not able to make a placement, contact with the secondary provider is required. Job Classifications: The job classification index listed in this contract is in accordance with the State of Texas State Auditor's job classifications.


Create an Account - Increase your productivity, customize your experience, and engage in information you care about. The departmental team of Human Resources develops and supports quality organizational resources to provide effective and efficient delivery of services to our customers. The Human Resources Division is responsible for producing payroll for the City's 1, plus employees and for retirees of the Fire Department. This division also handles recruitment and hiring, including Civil Service entrance exams and promotional examinations for positions in the Police and Fire Departments. Compensation and Benefits are a major part of this division's responsibilities. The following are among the diverse array of benefits offered to City employees:.

The Job Description Index lists all 1, State of Texas job descriptions for the biennium, effective September 1, Job descriptions are routinely updated after the end of each legislative session to denote changes in salary groups, new job classification series, new job classification levels, and title changes.

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Midpoints of the pay ranges represent the university's desired competitive position to the external market and are determined by a statistical calculation based on external salary survey data for benchmark jobs in each pay grade. The minimum and maximum of each pay range represent the minimum and maximum values, respectively, to the University of all jobs assigned to that particular pay range. In most cases, up to the top of the first quartile is considered the range of value for a newly hired or promoted employee who meets the minimum qualifications of the job. Thus, most employees should be hired or promoted within the first quartile of the range.


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