Employee Review FAQ


In the past, a career path may have only followed the levels of a particular Class Spec, simply moving
up in levels with years in service, now it has changed. No longer will your next position/job/level
depend on the family of Class Spec you are currently placed. For example, as long as you meet the
Minimum Qualifications and whatever Preferences an agency is requiring you will be able to move
between Families.


Class Specs were developed using the following steps.

  1. A&I Human Resources Division looked at the positions which were placed in the family and the
    level. Using information from those positions and utilizing the C and B documents, the JCQ’s,
    PDQ’s and old class specs we compiled the language for each level of each family. A&I HRD
    only used only information which would apply across agency lines.
  2. Many agencies assisted in writing the Class Specs prior to sending them out to all agencies for
    the first review of agencies. (Crosswalk Review)
  3. Finally, A&I HRD asked employees across the state to provide input into what should be in
    his/her respective level of the class spec. (Employee Review)

Remember that a class spec is not a JCQ, or a position description. For your exact information, please
refer to your Job Content Questionnaire (JCQ) which you can obtain from your supervisor or agency
human resources office.


Occupational Group:
This is the broad umbrella title that broadly covers many different families and provides an idea of the
types of positions that will be found in that group.

Class Family:
This is the specific family of jobs/levels that are described in that particular Spec.

Class Family Description:
Because these families were written for multiple agencies, the information in this section is a broad
overview of positions in this class family.

Distinguishing Characteristics of Levels:
The information in this section provides a broad description of the positions that were placed in this
specific level. Whenever possible it contains information about the reporting relationship, decision
making authority and the impact that this position makes in an agency.

Essential Functions:
This broad list includes the types of functions that positions at this level in this particular family may
perform. This is not a detailed list of tasks nor does it contain every function that may be performed.
For a detailed list of tasks, refer to individual JCQ’s.

The information contained in this section continues to build upon itself. As the levels go up, those
positions are required to know all of the knowledge of all of the previous levels. Again because this
information is required to be applicable across agency lines, it is fairly broad in scope. If there is a
particular knowledge that an agency will require, they may use it on the recruitment above and beyond
what is in the class spec. and it will also be included in the JCQ.

Also, this section does not contain information about skills or abilities. Currently that information will
also be contained in the JCQ and used in agency preference when recruiting for positions.

Minimum Qualifications:
For the majority of levels, the Minimum Qualifications for the new classification system have been
reduced except where required by statute. This in no way lowers the value of your position or pay. The
new system is intended to enable more flexibility for agencies for recruitment purposes. Nor is this
information used in determining pay in any way.

Now when advertising for positions, the hiring agency may require higher MQ’s than what is stated on a Class Spec. This will be done by the agency HR in the “Preference” section in the new recruitment
format. MQ’s will no longer automatically display in the recruitment. So, if for example the MQ for a
Class Spec stated High School PLUS 0-2 years of progressive work experience (typically in Business),
your agency could on the recruitment post their “Preference” and could say that “Preference will be
given to applicants with a High School education PLUS at least 3 years of experience in Office
Communications.” The idea is that it be reasonable and consistent for that agency.
Agencies may also want to include the agency MQ’s for positions in the JCQ’s as well.

I think I do some of the functions from levels higher than where I was placed?

Levels were determined based on the information that was provided to the Hay Group for your position
early in 2008. Whether you or your agency submitted option A, B, or C for your position, it was
evaluated by a committee using Hay methodology consistently. The evaluation placed each position at a
level. We developed the class specs after the levels had been determined. Yes, there may be some
overlap of functions; however the level of a position is not determined by the class specs.
Also, the Class Specs were written in generic terms because they are required to be applicable across
agencies throughout the State of Wyoming. Generally, you should be able to see 80% of what you do in
the level at which you were placed. It may take only one or two bullets or you may find you do almost
all of the bullets in the Essential Functions.

I don’t understand the numbering scheme for the levels in the new Class Specs?

With the new system, the higher the number the higher the level. For example, a BABO08 is the lowest level of the family; the BABO13 is the highest level of the Business Operations Family.

Please explain the new Principal level?

This level is a combination of senior level employees and first line supervisors. Because the levels were
combined you may no longer have the word “supervisor” in your title. You can still use a working title
that is applicable to your position to provide more clarity on your specific function if you would prefer.

Why can’t the class spec be more clearly descriptive of my duties? (JCQ question)

The class spec is a broad overview of the duties in any family across agencies. It will not be specific
towards any one agency or position. The specific job information will be found in the JCQ.