Classification Frequently Asked Questions

Classification FAQs

When should a position's classification be reviewed?

A position's classification should be reviewed: (1) when the position is a newly created position, (2) when the position is vacated, (3) when the position has significantly changed or (4) when the position is changed as part of a restructuring.

Who initiates a classification review request?

Either an employee or supervisor can initiate a request. However, employees should discuss their requests for an audit with their supervisor so that the supervisor can verify the accuracy of the job duties and changes leading to the request.

What documents are required for a classification review?

The required documents and process is outlined on the Cover Sheets. If multiple positions in the department are changing, the required documents are needed for every position. In addition, our office will ask for a memo from the department or division head explaining the rational for the restructuring and the new and prior organizational charts.

How long does a classification review take?

For non-management positions, Human Resources aims to complete each review within 30 days of receiving the required packet of signed documents for the position being reviewed. The Classification Manager may require additional time beyond the 30-day time if the review involves more than one job/position. For management positions, the review process may be longer.

Does a supervisor influence a position's classification?

Yes. The supervisor determines the duties are assigned to a position and the degree of independence exercised in the carrying out of those duties.

In general, yes, unless the position is a new or vacant position that has been revised substantially. In these situations the Classification Manager will discuss the position duties with the supervisor.

Can a position be reclassified to a lower level (e.g. Clerk Typist 3 to Clerk Typist 2)?

Yes, this can happen if the position's duties, responsibilities, and independence of action are reduced significantly. A position can also move laterally and remain in the same pay range.

When does a position reclassification become effective?

When a position is reclassified it is effective retroactive to the date on which our department had all of the required documents in hand.

What factors impact the classification of a position?

  • Nature & variety of work permanently assigned employee
  • Complexity of work assigned
  • Supervision or guidance received
  • Availability of procedures and guidelines
  • Originality required in problem solving
  • Consequences of errors
  • Span on influence
  • Nature and finality of decisions
  • Long-term impact of decisions
  • Supervision or guidance exercised over others
  • Knowledge, skills, abilities, experience needed to do work

What factors do not impact a position's classification?

  • Number of years worked at university
  • Quality of performance
  • Employee's financial need
  • Employee's loyalty to University or department
  • Employee's personal qualifications and experience
  • Volume of Work assigned to the employee
  • Dependability of the employee