EPERS-140
POSITION RECLASSIFICATION QUESTIONNAIRE
Position Title:	Grade:
Department:	Number Supervised:
Fund Number:	Org Number:
PROVISIONAL POSITIONS
If this is a Provisional Position, the following information is required:
Grant Name:	Grant Number:
Funding Source:	Funding Amount:
Date Grant Awarded/Renewed:	Date Grant Ends:
Purpose of the Grant/Program:
Briefly describe the major duties performed. List in order of importance with the most important duty listed first. Use clear, concise sentences and begin each sentence with an action verb. In the column to the left, indicate the percentage of time per year spent in performance of that duty. List only those duties that require at least 10% of annual time. Minor duties may be combined under the heading of Miscellaneous. Put an asterisk (*) by essential functions of job.
% of Time Annually	Duty #	Duties listed in Order of Importance
LEVEL OF SUPERVISORY RESPONSIBILITY
Level 1	No supervisory responsibility; may explain work instructions or procedures to others.
Level 2	Involves functional supervision only: general instruction, scheduling, and reviewing the work of others performing the same or directly related work. Acts as “lead worker.”
Level 3	Recommends personnel actions (hiring, termination, pay changes.) Involves scheduling, supervising, and evaluating the work of subordinate employees.
Number of People Supervised:
List names and titles of employees you supervise if five or fewer; if more than five, give the title and number of employees with that title; if you supervise no one, write “none.”
Name	Title	# Employees	Full Time or Part Time
Full Time Part Time
Full Time Part Time
Full Time Part Time
Full Time Part Time
Full Time Part Time
Full Time Part Time
FISCAL RESPONSIBILITY
List the tasks related to fiscal responsibility:
PERSONAL CONTACTS
Internal Contacts:
Contact with employees primarily at a routine level involving basic information exchange.
Contact with employees, within our outside the department, involving explanation of information and gathering of factual information. May include the communication of sensitive or confidential information.
Contact with employees across departments involving the persuasion of others to conform to a policy interpretation or recommended course of action.
External Contacts:
No contact with people outside the University of Arkansas Cooperative Extension Service.
Limited external contact to gather information, answer questions, or solicit assistance.
Frequent external contact to gather information, answer questions, or solicit assistance.
External contact involving a requirement to maintain a continuing working relationship with external individuals or organizations.
DECISION RESPONSIBILITY
Requires very little analytical thought or independent decision-making.
Regularly makes decisions involving how the work will be done (i.e., sequence or method) from an available set of alternatives or precedents.
Regularly responsible for making independent decisions involving the evaluation of information. Decisions may require the development of alternative processes or procedures.
Regularly makes significant decisions affecting final results for the entire department. Available guidelines or precedents are limited. Has authority over the allocation of resources.
IMPACT OF ERRORS
Please note the consequences if you make a serious error.
Type of error	Resulting consequences	Method to correct	# of other employees impacted
COMPLEXITY, JUDGEMENT, AND PROBLEM SOLVING
Work of a routine nature. Requires the ability to understand and follow instructions.
Relatively structured work, following a limited variety of standard practices.
Generally diversified and moderately difficult work. Requires judgment in the adaptation and interpretation of established practices and procedures to meet problems and situations to which the application is not clearly defined.
Typically difficult or complex work, generally involving broad instructions and objectives and frequently changing conditions and problems.
Requires the ability to plan and perform work in light of new constantly changing problems. Must deal with complex factors that are not easily evaluated. Decisions require considerable judgment, initiative, and ingenuity in areas where there is little precedent.
WORKING CONDITIONS
Physical:
Job provides pleasant office working conditions.
Job involves minor interruptions, e.g., telephone calls or walk-in traffic. Noise due to loud talking or equipment in use might affect normal conversational levels.
Job involves moderately unpleasant working conditions. Continual interruptions may be a required part of the job. Noise levels may be such that protective ear coverings are recommended. Occasional exposure to adverse environmental conditions may be required.
Job requirements involve an unpleasant work environment, e.g., excessive heat or cold, regular exposure to harmful chemicals, or operation of hazardous equipment as a job duty.
Schedule:
Routine office or shift hours. Infrequent overtime.
Considerable irregularity due to long hours, frequent overtime, weekends or shift rotation.
Work demands and irregularity of hours create considerable inconvenience for home life due to the requirement for regular, frequent on-call availability.
Demands/Deadlines:
Little or no stress created by work, associates, or public.
Occasional stress due to deadlines or workload, intermittent or cyclical work pressures, or occasional exposure to distressed individuals within the immediate work environment.
High volume and variable work demands and deadlines imposing strain on routine basis or considerable stress intermittently; OR regular and required direct contact with distressed individuals within the immediate work environment; OR exposure to demands and pressures from persons other than immediate supervisor.
Work requires frequent, substantive contact with people in highly stressful situations; delicacy and unpredictability of contacts routinely creates considerable strain or heavy stress.
Organization Chart:
Please complete and attach an organization chart for the unit indicating supervisory relationships directly related to this position.
Employee’s Signature	Date
Supervisor’s Signature	Date
Associate Director Approval	Date
The Arkansas Cooperative Extension Service offers its programs to all eligible persons regardless of race, color, sex, gender identity, sexual orientation, national origin, religion, age, disability, marital or veteran status, genetic information, or any other legally protected status, and is an Affirmative Action/Equal Opportunity Employer.