A. Position Evaluation Procedure
C. Position Evaluation Committee
D. Professional-Scientific Review Committee
E. Position Classification Examination Procedure
F. Position Classification Review Process
- Level I.
- Level II.
- Level III.
- Level IV.
VII. CLASSIFICATION PLAN
A. Position Evaluation Procedure
The relative value of professional-scientific positions other than contract appointments in intercollegiate athletics has been established and is maintained on the basis of the University's Professional-Scientific Position Classification Plan. This Article VII does not apply to contract appointments in intercollegiate athletics. The classification plan was developed and continues to operate on the basis of position description materials which identify duties and responsibilities applicable with existing professional-scientific positions. Such descriptive materials are revised as required when positions are restructured with realignment of duties and are prepared when new positions come into existence.
Position description materials have permitted the University to complete and maintain an evaluation of professional-scientific positions on the basis of a point-rating comparison. The point-rating comparison has resulted in each University professional-scientific position being assigned to a numerical value according to the evaluation factors cited below. Evaluation factors have been defined and rating values established at specific degree levels within each factor. Professional-scientific positions with similar value rating have been grouped according to eight grades or levels of compensation.
The Personnel Services Department completes a detailed study of all new and revised professional- scientific positions, prepares required description materials for such positions, and evaluates same on the basis of the following rating factors;
1. complexity of problems to be solved;
2. minimum skills and knowledge required;
3. interpersonal relationships ordinarily involved in day-to-day activities of the position;
4. organization levels at which interpersonal relationships ordinarily occur;
5. nature of responsibility exercised within the content of the overall operations of the University;
6. scope of functional responsibility exercised;
7. constraints on independent action within the position functions;
8. impact of independent actions on the attainment of goals for educational programs and/or institutional development.
C. Position Evaluation Committee
The value grade established by the Personnel Services Department for a new or revised professional- scientific position is reviewed with the appropriate department head and recommended to the Position Evaluation Committee. If a question exists as to the grade level established for a position, point value ratings proposed by the Personnel Services Department are reviewed by the Position Evaluation Committee. Decisions by the Position Evaluation Committee on the point ratings and grading of new or revised professional-scientific positions are subject to review by the Assistant Vice-President for Personnel Relations and the approval of the Professional-Scientific Review Committee.
As a general policy, the grade of an evaluated position is not changed unless a re-evaluation meets two (2) conditions:
- The revised point value is at least fifteen (15) points above or below the existing value.
- The revised point value falls into the next higher or lower grade.
Although a re-evaluation may not result in regrading, revised point ratings are established with position descriptions affected. Accumulations of point rating changes and revisions in position content may then be considered if a revised position description and re-evaluation becomes necessary at a late date.
The Position Evaluation Committee is composed of three (3) voting members. Three (3) University administrators experienced with professional-scientific position classification proceedings, who hold annual appointments in connection with position assignments exempt from University Professional- Scientific Personnel Policies and Procedures are names by division vice-presidents. The committee reports to the Assistant Vice-President for Personnel Relations and meets on the call of the Personnel Director who serves as an exofficio member and chairperson of the Committee.
Back to top
D. Professional-Scientific Review Committee
The Professional-Scientific Review Committee serves to establish policy and oversee the administration of the Professional-Scientific Position Classification-Compensation Plan. The Committee serves as a resource and counseling group on particularly difficult or significant classification issues where (1) agreement by the Personnel Department and/or the Position Evaluation Committee and a unit administrator cannot be reached and/or (2) if adopted, the classification change could affect other University professional-scientific positions.
The Committee is composed of University division vice-presidents and the Assistant to the President - State Relations & Special Events. The committee reports to the President and meets on the call of the Vice-President for Administrative Services and Finance who serves as chairperson. The Assistant Vice-President for Personnel Relations serves as an exofficio member of the committee.
E. Position Classification Examination Procedure
A permanent professional-scientific staff member may request that the classification of his/her position be examined. The Personnel Services Department may also initiate examination of a position as may be necessary (i.e., reorganization of department, revision in program offering, realignment of position duties, etc.). A position examination may include both "review" and "appeal" proceedings. Such proceedings are designed to provide for a systematic and efficient examination of positions as the need arises.
F. Position Classification Review Process
Professional-scientific position classifications in question may be reviewed in accordance with the following procedure.
1. Level I.
A staff member may initiate a review of his/her position classification by first discussing the rating concern with the department head. If the staff member remains concerned after such discussion, he/she may formally request of the department head a review of the position. Such request shall be in writing and is to note the rationale for the request (reorganization of work unit, revised or added duty assignments, change in responsibility, etc.). The department head will discuss the review request with the staff member and forward the request with his/her written recommendation to the Personnel Director within (5) working days (with a copy to the staff member) after receipt of the staff member's written request.
2. Level II.
The Personnel Director, or a designated Personnel Services Department administrator, will respond to the department head in writing, with a copy to the staff member, within five (5) working days. Such response will serve to acknowledge receipt of the review request, provide a copy of the current position description, and request submission of information deemed appropriate with the position review. Within five (5) working days following receipt of the Personnel Services Department response, the staff member and department head will submit a revised position description and classification support materials to the designated Personnel Services Department administrator.
3. Level III.
Upon receipt of the revised position description, the Personnel Services Department administrator will consult with the affected staff member and the department head (and others as appropriate) concerning position duties, assignments or responsibilities in question, to clarify and revise position description information following attainment of approval for same from the staff member and the department head. Such preparations for the position classification review normally will be completed within twenty (20) work days. The Personnel Director will, within five (5) working days of receipt of the approve position description, convene the Position Evaluation Committee. The affected staff member and department head (dean, as applicable) may, upon request, attend the meeting of the Position Evaluation Committee to present information (i.e., detail on position duties, establish relationship between positions within a department or area, etc.) and make inquiries considered to be pertinent to the classification review.
The Position Evaluation Committee will prepare a point value analysis for each position rating reviewed. Such analysis will reflect consideration of information supplied to the Committee with written documents and/or oral presentation. The Committee's findings and recommendations will be refereed to the Assistant Vice-president for Personnel Relations within five (5) working days following the convening of the Committee.
4. Level IV.
The Assistant Vice-President for Personnel Relations will affirm or modify the evaluation and advise Committee members, the affected employee and the department head (dean, as applicable) accordingly within five (5) working days. The Assistant Vice-President for Personnel Relations may, in considering a recommended position evaluation, reconvene the Position Evaluation Committee, request or consent to submission of added written or oral information and/or conduct an on-site audit of position duties. The decision of the Assistant Vice President for Personnel Relations will be the final step of the review process.
If the decision rendered at Level IV is acceptable to the staff member the review will be considered concluded, in which case further classification review may not be made for at least a twelve (12) month period unless it is clearly established that a substantial change in duties and responsibilities has occurred.
If the decision at Level IV is not acceptable to the staff member, he/she may initiate position classification appeal proceedings. Position review actions which are not completed within the designated time limits established at each level may be advanced to the next level within seven (7) working days of the expiration of the designated time limits. The affected staff member and administrative representatives may agree in writing to extend the time limits at any level of the review procedure.
G. Position Classification Appeal Procedure
The following procedure may be initiated by a staff member to appeal an unacceptable decision rendered with a position classification review action.
An appeal of a position classification review action must be initiated within five (5) working days following receipt of the Assistant Vice-President for Personnel Relations' decision at the final step of position classification review proceedings. Such appeal is to be directed to the Vice-President for Administrative Services and Finance with completion of the Position Classification Appeal form. The form is to be accompanied by a copy of pertinent position descriptions, correspondence, and like materials related to the classification appeal.
The Vice-President for Administrative Services and Finance within ten (10) working days following receipt of the Position Classification Appeal form, will arrange to convene the Professional-Scientific Review Committee to study data pertinent to the position classification. Position description materials, existing and/or proposed revised Position Evaluation Committee ratings and like data relating to the position classification in question as developed with position classification review proceedings will be reviewed and a decision rendered within ten (10) working days following receipt of the appeal by the Professional-Scientific Review Committee. The decision of the Professional- Scientific Review Committee will be final.
Time limits may be extended with position classification appeal actions upon mutual agreement of the position incumbent and the Vice-President for Administrative Services and Finance. Such extensions will be confirmed in writing.
Further classification review/appeal actions may not be taken for at least twelve (12) calendar months unless it is clearly established that a substantial change in duties and responsibilities has occurred.
Back to top