Position Analysis Questionnaire

Purpose and Instructions

The Position Analysis Questionnaire (PAQ) is designed to collect detailed information about the duties and responsibilities of the
position you fill as it currently exists. The collected job data will be used to help develop or revise position descriptions and to
help evaluate the position for appropriate classification, ensuring we have a consistent approach. Your goal is to capture the
tasks you accomplish in the position, the Knowledge, Skills and Abilities (KSAs) required, the organizational context (other staff
you work with) and tools or equipment you use. Please be as specific as possible given the time and space available to you.
Remember to include those tasks that everyone knows you do in the position.

Please complete the Questionnaire as an electronic document. While you do need to respond to each question that applies to
your position, you are not required to fill the entire space provided. Most fields will expand to hold additional text, should you
need more space. Likewise, you can add rows to most tables by hitting the tab key with the curser in the final row. Should you
add a row unintentionally, you may remove it by immediately typing ctrl and z at the same time or simply leave the new row
blank.

Once you have completed the questionnaire, please route it to your supervisor for validation. Your supervisor will then forward it
to Human Resource Services (HRS) for analysis.

Thank you in advance for your assistance with this project. Should you have questions or concerns, please contact your
supervisor or HRS.

Section A: Employee Data

Employee Name: UT EID:

Pay Plan Job Title: Department:

Working title (if
different from above): UT Email:
Time in Current
Supervisors Name: Position? Year Months

Supervisors Job Title: Todays Date:

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Section B: Organizational Chart
Organizational Chart: Indicate the positions reporting relationship to others by identifying the two levels directly above the
position, as well as direct reports to this position (if applicable). Please use Pay Plan job titles, not individuals names, and
specify the number of individuals. (You may also attach a copy of an organizational chart which includes all of the information
below if you have one already developed).

Next level Management:

(Title)

Supervisor/Manager:
(Title)

Your Pay Plan Job Title:

Job Title(s) of Employees supervised by Number of student workers this position

this position and number in each title. supervises?

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Section C: Supervisor/Manager Section (complete only if you have direct reports)

Supervisory Responsibilities: Indicate the type and scope of supervisory responsibilities of this position. Please check only
one box.
Guides work of others who perform essentially the same work. May organize, set priorities, schedule and review work,
but has little to no responsibility to hire, terminate, review performance or make pay decisions.
Supervises work of others, including planning, assigning and scheduling work, reviewing work and ensuring quality
standards, training staff and overseeing their productivity. May offer recommendations for hiring, termination and pay
adjustments, but does not have responsibility for making these decisions.
Supervises work of others, including planning assigning, scheduling and reviewing work, ensuring quality standards. Is
responsible for hiring, terminating, training and developing, reviewing performance and administering corrective action
for staff. Plans organizational structure and job content.

Section D: Budget and Impact of Position

Budget: Applies to the responsibility for financial budgeting or preventing loss within the organization.

Do you manage a budget and have signing authority? Yes No

Provide the amount of your budget authority $

Impact/Risk: Applies to the level of decision making and judgment within the organization. Conversely this also refers to the
effect of decisions and errors within the University. Consequences of such mistakes may include damages to the University,
such as loss of data, legal liability, etc.

Are you a member of a senior management, executive, or leadership team? Yes No

Identify the typical impact of your regular recurring responsibilities (unit, department, college, enterprise,
etc.) Select One

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 Section E: Position Information
Position Summary: Be brief but specific, no more than two to three sentences, in summarizing the primary purpose of the
position and explain why the position exists. It should give the reader an immediate impression of the positions overall intent.
Example: (Administrative Assistant) To provide clerical and administrative support services for the unit and participate in
special projects as requested.

Section F: Essential Position Functions

Essential Position Functions: List the primary functions of the position in the space provided below, indicating the most
important first, and the approximate percentage of time spent on each function over the course of one year. Do not list any
duties or responsibilities that require 5% or less of the positions time. Please begin statements with action verbs.
Example: (Administrative Assistant) Receives and screens visitors and telephone calls, providing information, which
may require the use of judgment and interpretation of policies and procedures. 50%

1.

2.

3.

4.

5.

6.

7.

8.
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Section G: Knowledge, Skills or Abilities (KSAs)
KSAs: Indicate the types of KSAs necessary to effectively perform the positions essential functions. Indicate the level of
proficiency required for each KSA by checking the appropriate column.
Intermed
KSA Basic iate Advanced

Example: (Administrative Assistant) Written Communication Skills

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Section H: Education and Experience
Education: Indicate the minimum level of education generally necessary to effectively perform the positions essential
functions. Please check only one required educational level and one preferred level (if applicable). Note: This is not necessarily
the same as your current level of education.
Level of Education,
Vocational or other Require Preferre
training Specific Major, Concentration or Area of Learning d d
High School Diploma or
GED
Vocational/Technical
Diploma
Some College/Associates
degree

Bachelors degree

Masters degree

Jurisprudence doctorate

Doctoral degree

Other

Licenses/Certifications/On-going Training: Indicate special licenses and certifications that are required or preferred for this
position.
Require Preferre
Type d d

Experience: Indicate the years of work-related experience that is required or preferred to perform this positions essential
functions.
Incumbents Years of Years of
Years of Experience Experience
Experience Required for Preferred for
Type of Experience (briefly describe) (select one) Position Position

Select One Select One Select One

Select One Select One Select One

Select One Select One Select One

Select One Select One Select One

Select One Select One Select One

Select One Select One Select One

Select One Select One Select One

Select One Select One Select One

No experience
required

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Section I: Software/Technology/Equipment
Software/Technology/Equipment: Indicate the software, technology and equipment required to effectively perform the
positions essential functions. Indicate the level of proficiency required for each one by checking the appropriate column.
Note: This is not necessarily the same as your current level of proficiency.
Do you use standard office equipment, such as a phone, copier, fax machine
and keyboard? Yes No

Intermedi
Software/Technology/Equipment Basic ate Advanced

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Section J: Customers and Contacts
Customers and Contacts: Provide examples of the primary internal and external customers/contacts (by title) for this
position. Indicate whether this contact is within same unit or organization, within UT Austin, or external to UT Austin.
Type of
Title Contact Reason for Contact

Select One

Select One

Select One

Select One

Select One

Select One

Customer service: Indicate the level of customer service required of your position by selecting one best answer from below.

I follow through with general customer inquiries, requests, and complaints.

I take routine or required customer actions to meet customers needs. Respond promptly and accurately to
customers complaints, inquiries and requests for information and coordinates appropriate follow up.
I maintain clear communication with customer s regarding mutual expectations. Take personal responsibility and
accountability for correcting customer-service problems.

I act as a trusted advisor, become involved in customers decision-making process.

I identify opportunities for the development and implementation of new products, organization-wide policies or
processes.

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Section K: Additional Information and Signatures
Additional information (Optional): Describe as clearly and concisely as possible any additional information that would be important t

Supervisory comments (Optional): Provide comments or additional information related to the position.

Date
Completed by: :
Reviewed by Date
(supervisor/manager): :

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