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Position DescriptionQuestionnaire (PDQ) Guide

Position Description Questionnaire (PDQ)OverviewPurpose The PDQ is a tool for collecting meaningful job content information that canbe used to evaluate a job against nine compensable factors of the established jobevaluation system. The PDQ is designed so that employees can describe their job functions clearly andaccurately. The PDQ focuses on requirements of the job, rather than employee performanceor qualifications.Government of Newfoundland and Labrador Job Evaluation System - PDQ Training GuideClassification & Compensation Division 2

Position Description Questionnaire (PDQ)OverviewNote: For further explanation, refer to pages 3-4 of the PDQ, Process for PDQCompletion.Government of Newfoundland and Labrador Job Evaluation System - PDQ Training GuideClassification & Compensation Division 3

Position Description Questionnaire (PDQ)OverviewKey Points to remember The PDQ gathers information on job content (what you do) and not performance (howwell you do it). No points are awarded (or taken away) for spelling and grammar. Point form is acceptableand easy to read or use full sentences. Respond in the way that best allows you toprovide a detailed and concise representation of your job. A helpful method is to read through the PDQ, and over the next few days, consider how youwill answer the questions. Assume that you are describing your work to someone who is not familiar with yourenvironment. Use language everyone will understand. Boxes and examples – check boxes help you to think through the various types of answers;we ask you for examples in order to provide more information around why you selecteda particular check box. Supervisor comments: the “Supervisor Comments” sections are not intended to be used asa critique, but to clarify and/or fill in any gaps in information provided. It is best for thesupervisor to meet with the employee and discuss the issue(s) before providing anycomments. Employees and supervisors/managers should not change comments by the otherindividual. If there is a disagreement after comments are discussed, this should be noted onthe PDQ, Section 16. If completing by paper format: Use pen only; no pencil. Do not use white out - if you make a mistake, cross out and initial changes.Government of Newfoundland and Labrador Job Evaluation System - PDQ Training GuideClassification & Compensation Division 4

Completing the PDQSection 1: Position IdentificationGeneral DescriptionThoughts and tips oncompleting thissection Captures information regarding the position, the employee completing thePDQ, the supervisor/manager responsible for review, and the permanenthead/designate who will sign-off on the PDQ. Supervisor/manager is a management position, not a business unitsupervisor. Permanent head is the DM for direct Government departments, or aCEO/Executive for outside boards/agencies.Section 2: Overall Purpose of Your PositionGeneral DescriptionThoughts and tips oncompleting thissection Summarizes the objective(s) of the position in three or four sentences – whyit exists and how it fits within the organization. How would you explain your position to someone you meet in an elevator, ata party, etc. This section is similar to the current job summary section of your currentposition description. Use your current up-to-date position description to help complete this section.Government of Newfoundland and Labrador Job Evaluation System - PDQ Training GuideClassification & Compensation Division 5

Completing the PDQSection 3: Key and Periodic ActivitiesGeneral Description Describes the various activities that your position is responsible for, to a degreeof detail that would allow someone who does not perform the activities to havea general understanding of what you do and how you do it.Thoughts and tips oncompleting thissection This section is the most time consuming and the most important. Any onereading the PDQ will refer back to this section for examples and to clarify otherinformation provided in the PDQ. Please be thoughtful when filling it out. Consider how much time you spend on these activities. We’re looking foran approximation to get a sense of which activities represent the main focus ofyour job. The timeframe for activities may vary depending on the structure of yourposition or type of work performed within your position (e.g. daily, weekly,monthly, annually, seasonal). You have space for 10 key activities and 5 periodic activities; generally, wehave found that for most jobs, 5-7 key activities should adequately describethe work. Think in terms of larger/broader categories of responsibility. This section is similar to the duties and responsibilities section of your currentposition description. Use your current position description to help complete this section. In many cases, a critical part of your job may be done periodically – please besure to note where this is the case.To help estimate time percentages, time conversion guidelines are provided.The approximate percentage of all of your activities adds up to 100%.Government of Newfoundland and Labrador Job Evaluation System - PDQ Training GuideClassification & Compensation Division6

Completing the PDQSection 4: Factor 1, KnowledgeGeneral DescriptionThoughts and tips oncompleting thissection Captures information regarding the types of knowledge required to performthe activities described and how that knowledge is applied and adapted tocomplete the activities. Knowledge may be acquired in a number of ways(e.g., training, school, on the job). Refer back to the Key and Periodic Activities you’ve just described – whatkind of knowledge is required to perform those activities? Think of knowledge as broadly as you can – how do you learn to do thejob that you do and what types of things do you need to know about? (e.g.on the job learning, technical tools and systems, processes, the environment,the industry and other stakeholders). Look at what knowledge is required to do your job; not your personalqualifications. It may be beneficial to sit down with your supervisor/manager or HRrepresentative to discuss this section before you start.Consider different types of knowledge such as: Computer-based technology Instructional methods Policies and procedures Regulations and legislation Technical and operational MathematicalGovernment of Newfoundland and Labrador Job Evaluation System - PDQ Training Guide Health and safety standards andprocedures Administrative ProceduresClassification & Compensation Division7

Completing the PDQSection 5: Factor 2, Interpersonal SkillsGeneral Description Captures information regarding the individuals and groups that your positioninteracts with, how frequently those interactions occur and the types ofcommunication and interpersonal skills used in those interactions.Thoughts and tips oncompleting thissection Who do you interact with, and how/why? Please provide examples ofyour position’s regular interactions and the skills that you use when youinteract and communicate with other people. Feel free to list any “Other” contacts that you interact with and provideexamples. Try to focus on the most critical situations and interactions that are anon-going part of your job. In addition to the check lists, open ended questions are available. Usethis space to try to capture anything that may have been missed (e.g. thingsyou do infrequently) or specific situations.Think of situations where you are required to interact or communicate withothers. Consider how you might use some of the following communication orinterpersonal skills: Effective listening Influencing/ persuading Interviewing skills Conflict resolution skills Presentation skills Moderation/facilitation Collaboration Listening skillsGovernment of Newfoundland and Labrador Job Evaluation System - PDQ Training Guide Communicating factual, complexand/or technical information(verbally or in writing) Advocacy skills (speaking onbehalf of someone else)Classification & Compensation Division8

Completing the PDQSection 6: Factor 3, Physical EffortGeneral Description Explains the degree to which physical effort is required to complete jobactivities. This includes:- Physical exertion and handling- Manual dexterity (This includes both gross and fine motor skills. Gross skills includeabilities required to control the large muscles of the body for walking, running,sitting, crawling and other activities. Fine motor skills include small movements ofthe hands, wrists, fingers, feet, and toes. )Thoughts and tips oncompleting thissection- Body postures and movements- Body control and reflex requirements while using mechanical and other aids tomeet the physical demands of the work. Consider how often effort is required What effect does the effort have (e.g. physical injury) What do you do to manage the effects (e.g. take a break)Types of Effort: Standing on your feetor sitting at a desk forlong periods of time Working in confinedspaces Working with mechanicaltools Working with medicalinstrumentsGovernment of Newfoundland and Labrador Job Evaluation System - PDQ Training Guide Walking Lifting PushingClassification & Compensation Division 9

Completing the PDQSection 7: Factor 4, ConcentrationGeneral DescriptionThoughts and tips oncompleting thissection Captures information regarding the degree to which visual, auditory and/orconcentration effort is required to complete job activities. When providing examples for types of concentration effort relevant to yourposition, please indicate:– How frequently this type of effort is required – occasionally, regularly,constantly– The effect that exerting a particular effort has on you – stiff back/neck,headaches, physical or mental fatigue– The steps you take to manage those effects – take regular breaks, standup and stretch, change focus to another activityTypes of Concentration Effort – Things to think aboutVisual Staring at a computerscreenAuditory Frequent and/or prolongedtelephone use Using multiple monitors The requirement to wear anduse a headset on a regularbasis Reviewing drawings orgraphics (with manydetails) Skills needed to listen todirect/face-to-faceinteractionsGovernment of Newfoundland and Labrador Job Evaluation System - PDQ Training GuideConcentration Repetitive tasks and or tasksthat require precision (e.g.,entering/ verifying data) Completing multiple taskswithin tight deadlines Attentiveness required andeffects of interruptionsClassification & Compensation Division 10

Completing the PDQSection 8: Factor 5, ComplexityGeneral Description This section focuses on the amount and difficulty of analysis, problem solving,creativity and/or reasoning required to perform the job. This section measuresthe conceptual demands of the position as characterized by: Breadth and depth of job scope Mental challenge Degree of position structure and planning requirementsThoughts and tips oncompleting thissection When thinking of problems and/or challenges, think of those that youresolve and deal with on a regular, ongoing basis. Identify the types of routine and non-routine issues and challenges thatthe position is required to resolve. Think about, what kind of resources areavailable to resolve those issues and how many elements, related andunrelated, that must be considered when resolving issues and challenges.Think of the mental effort required to address issues and challenges in termsof the: Pre-determined processes, procedures, systems and/or routines that may exist? Extent to which data and relevant information is known, readily available and/or easilyaccessible Degree of analysis, assessment and/or interpretation required for problem solving and solutiondefinition Level of innovation and/or creativity in problem solvingGovernment of Newfoundland and Labrador Job Evaluation System - PDQ Training GuideClassification & Compensation Division 11