Job Classification System
for
Non-Teaching Professionals
WHAT IS JOB CLASSIFICATION?
Job Classification is an assortment of titles and descriptions designed
to facilitate a number of human resource management goals including recruitment,
selection, and salary administration in an organized and consistent fashion.
Similar to any system of classification, the UCPEA job classification systems
is structured to aid the university administrators in understanding, organizing
and dealing with a vast and complex array of professional functions.
This is accomplished by having a systematic method for describing and providing
titles for the different types of positions, utilizing common terminology
and characteristics. Positions bearing sufficient commonalties are
grouped together, given a single title and treated similarly for the above
listed HR purposes.
GENERAL CONCEPTS OF JOB CLASSIFICATION
When determining the appropriate classification for a position, the Department
of Human Resources studies the job duties and responsibilities assigned
to a position by the supervisor or manager. A position is classified
based on actual, existing duties and responsibilities, not duties and responsibilities
that could be done or ideally, would be done in the future. It is
important to understand that classification decisions cannot be based on:
-
Competence, qualifications, interpersonal skills or other personal attributes
of the person in the position
-
Longevity - the amount of time in the position
-
An employee's potential and ability to far exceed what the job can conceivably
encompass
-
Comparisons to positions outside the University of Connecticut community
-
Retention - adjusting a position's classification to retain an employee
-
Financial need - an employee's desire to obtain a higher salary beyond
their current compensation
-
Assignment of futuristic projects
-
Performance related characteristics
-
Increased volume at the same level
With classification review, it is HR's responsibility to assess positions
and not the individuals in those positions. The potential or ability
of an employee to work at a particular level should not be confused with
the scope and complexity of the position as it actually exists. This
does not mean that an employee's characteristics have no effect on job
duties and responsibilities. A person's qualifications and abilities
may be an important factor in what a supervisor decides to delegate to
a position, which in turn can affect the position's classification.
It is HR's role to focus on the position and the duties associated with
that position at the time of review.
PROCEDURE FOR JOB CLASSIFICATION ANALYSIS
When an employee and/or supervisor believes there have been significant
changes in the duties being performed on a regular basis and outside of
the position's current classification, the supervisor submits a written
request to Human Resources for a job change questionnaire to be sent to
the employee. At the University, a duties questionnaire or job change
questionnaire is used to gather relevant position information.
A Human Resources Associate (HRA) will review the knowledge base, independent
action, complexity/variety and leadership skills of the position to determine
if there has been a significant change. The HRA will also review
the position's current duties in relation to the organizational structure
when making their final recommendation.
As stated, classification decisions are based solely on the position
and not the incumbent in the position. However, should the position
be assessed at a higher classification, the incumbent must meet the experience
and training requirements of that level before being reclassified.