Position classification provides a system for categorizing the wide variety of professional, administrative, technical, clerical, and other positions found in the University into single groups of similar positions or "jobs". Jobs can then be treated alike for recruitment efforts, qualification requirements, examinations, training programs, transfers, and other personnel purposes. The classification of a position directly impacts internal and external pay equity.
How Classification Actions Are Initiated
There are four basic ways a position classification review can be initiated:
- Management-Initiated Review. When positions experience a significant change in job content as a result of new duties, managers/supervisors may request that a review of classification be processed.
- Classification Grievance. If an employee in a position covered by a labor agreement feels his or her position is improperly classified, the employee may process an appeal for a reallocation of his or her position through the grievance procedure outlined in the applicable labor agreement.
- Employee-Initiated. Employees who feel their positions are improperly classified may submit a written request for the reclassification of their position directly to their supervisor and should attach an updated job description with the request.
- Classification Survey. The Human Resource Office may conduct a study of all positions in a specific organizational or work unit, or of all positions in an occupational group. This study could be at the request of management or the agency to determine the impact of program changes, proposed reorganizations, or problems in organizational design.
Basis on Which Positions Are Classified
The process involved in reviewing the classification of a position consists of three phases: (1) data gathering (identifying the work performed by the position); (2) analysis (understanding and examining the work); and (3) recommendation/decision (determining the proper classification).