Position Classification Process

Position Classification has two purposes:

To accurately define and describe the current duties and responsibilities of positions; and
To ensure consistency in describing similar positions across the University.

The CSU's role:

CSU provides Classification Standards for each classification within the CSU.

Some degree of adaptability exists for positions within the same classification to reflect unique department/division/campus needs.

Requesting a Position Review

When? Requests are appropriate to submit for review if there are significant on-going changes in job duties/responsibilities, that represent at least a 50% change in job duties including but not limited to:

Reassignment of duties that result in the position changing more than 50%.
Addition, removal or significant changes in supervisory responsibilities.
Technological change (new equipment requiring special license, training or knowledge, not different software which enables the incumbent to fulfill their current responsibilities in a different way).

Note: not all changes in duties and responsibilities may be significant enough to warrant a classification review or necessitate a revised position description.

How? An employee or supervisor may submit a written Request for Classification Review.

Reclassification Types

There are two types of reclassifications:
- When a position is reclassified to a new class.
- When a position warrants an in-class progression.

Factors in Determining the Appropriate Classification

Nature of duties and responsibilities.
Scope and level of duties and responsibilities.
Relationship of the position to other positions in the department and university.
Supervision (both given and received).
Exercise of independent judgment and authority to take action.

Factors NOT Included in Determining the Appropriate Classification

Quality of performance (Performance Rating)
Quantity of work
The status of the incumbent
The incumbent's length of service
Time spent at the maximum salary of the position

* Remember: the position, not the incumbent, is being reviewed.

Classification Review Process

Requests are processed in the order of receipt in the Human Resources department.
Position duties are compared with:

The appropriate CSU Classification and Qualification Standards
Other similar positions in the department, and within the University

The appropriate classification is determined.
The incumbent is notified of the classification decision in writing.

Classification Appeal Process

An incumbent may appeal the classification decision.

The incumbent submits the appeal to Human Resources within 30 calendar days after notification of classification decision.

Detailed appeal instructions can be found in the appropriate bargaining unit contract or MOU.

A designated manager in Human Resources (not the same person who conducted the initial review) meets with the employee.
The appeal classification decision is communicated to the incumbent in writing.
The ruling on the appeal is final.

Position Description Process

The non-bargaining unit Manager (MPP) prepares and approves all position descriptions for new, vacant, and existing positions.

Complete the Position Description (described below)
Gather signatures from the following:

The employee
The immediate supervisor
The appropriate Administrators

Forward signed Position Description to Human Resources

Forward a copy to the employee
Maintain an electronic copy for departmental records
HR maintains a written copy

Completing the Position Description Form

Action Requested (Select one of the following):

Establishing a new position
Filling a current vacant position
Initiating a classification review - when 50%+ of the position has changed
Updating an existing job description (no review requested)

Position Summary

Briefly describe of the purpose of the position.
Example: Provides clerical support to the Department Chair, including processing mail, maintaining files and records, scheduling and arranging appointments and providing budget tracking/reporting support.

Major Duties

Indicate approximate percentage of time spent in each functional area.
Calculate the value of duties to equal 100%.
List in descending order from most important to least important.
If necessary, combine a variety of duties up to 10% in a miscellaneous category.

Equipment

List any special machines, tools, equipment, and/or motor vehicles required.

Additional knowledge, skill, experience and/or licenses:

List any required certificates, licenses, education or experience; additional skills, knowledge, and/or abilities needed.

Supervision of others

List name and title of all individuals incumbent directly supervises.

Changes in Responsibilities

List the changes in responsibility (work added, changed, or removed).
These changes should also be reflected in the Major Duties and/or Position Summary sections of the Position Description form.

Additional Comments:

Include any additional information that you think would be helpful in the review of this position.

For Additional information or assistance, contact:

Your Manager
Lynn Marks, Classification & Compensation Manager, extension 2990

Page Description

Compensation & Classification