An in-person desk audit between the employee and the Compensation Analyst occurs when the Analyst determines that more information, clarification, and/or examples of the work performed are needed to complete the review. The desk audit is an opportunity for the employee to describe the responsibilities of his/her position. The Analyst will also contact the supervisor for information and may request a meeting. Following are some tips for employees and supervisors to prepare for the meeting with the Compensation Analyst.

[To Supervisor]

Employee:

• Arrange to hold the desk audit at a location where you will not be interrupted.
• Be prepared to discuss the background that prompted the request for classification review and prepare to focus on the significant changes in responsibilities between the old and the new job descriptions.
• Be prepared to discuss the functional areas of your job description including specific examples that best illustrate each area of responsibility.
• Provide examples of the types of problems for which you have authority to make decisions or recommendations, including the ramifications and/or impact of these decisions.
• Discuss aspects of your position that require innovation or creativity.
• Discuss resources you use or must be knowledgeable about in order to do your job (e.g., policy manuals, procedural manuals, regulations, etc.).
• Remember that the Analyst will classify the position, not the person. Therefore, the duties and responsibilities of your position will determine the classification, not your job performance or your credentials.

Supervisor:

• The Compensation Analyst will meet with you or contact you by phone to discuss and confirm the duties and responsibilities that were discussed with the employee.
• Be prepared to discuss the background that has led to the classification review, especially significant changes in the organizational structure of the unit and/or new responsibilities or tasks that have been assigned to the employee.
• An important area to discuss will be the amount of supervision exercised over the position being reviewed.
• The Analyst may ask about comparable positions, both within your area of responsibility as well as any you may be familiar with that are outside of your unit/department.
• Remember: The Compensation Analyst will classify the position, not the person. The Analyst will review the duties, level of responsibility, skills and knowledge required of the position to render a classification decision. Personal attributes (e.g., the employee's value, performance, longevity, reliability) are not part of the classification review process and decision.

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