Common use of Position Classifications Clause in Contracts

Position Classifications. A classification review will be conducted whenever a new position is created or when the functions of an existing position (either vacant or encumbered) change significantly and either the position holder and/or the department request a re- evaluation of the position grade. University Human Resources (UHR) determines the appropriate classification and grade/range for all new, vacant, and encumbered staff positions through a review of the position’s duties and responsibilities. Classification reviews focus on the position duties and responsibilities, not the performance, length of service, or personal qualifications of the employee. Major classification factors considered are: • Accountability: autonomy, freedom to act, impact on organization, authority • Problem solving: environment-whether routine, standard, or broadly defined interactions • Knowledge: education and skills, determination of technical depth and breadth a. Classification Review Process Classification Requests Classification requests may be initiated by the supervisor, xxxx/director of the department/unit concerned, or by the incumbent of the position. When an encumbered position has previously been reviewed, a subsequent request will not be considered until at least a year (12 months) from the date on which the results of the previous request were communicated to the requestor. The key duties and responsibilities of the position must be outlined in the Classification and Recruitment Form (CARF) (xxxx://xxx.xxxxxxx.xxx/documents/CARForm-ATS.doc) and submitted to UHR along with a current organization chart via the Applicant Tracking System (ATS) (xxxx://xxx.xxxxxxx.xxx/ATS). The request is assigned to a UHR representative who conducts a preliminary review, which may include an interview with the incumbent and/or the supervisor if needed for further clarification. University Human Resources conducts regularly scheduled classification review committee meetings comprised of senior university administrators knowledgeable about specific job families to determine classifications and grades. The UHR representative notifies the requestor of the classification results and implements payroll actions when required. The effective date of a reclassification will be the payroll begin date following receipt of the classification request in ATS in accordance with Article 22 – Salary Adjustments.

Position Classifications. A classification review will be conducted whenever a new position is created or when the functions of an existing position (either vacant or encumbered) change significantly and either the position holder and/or the department request a re- re-evaluation of the position grade. University Human Resources (UHR) determines the appropriate classification and grade/range for all new, vacant, and encumbered staff positions through a review of the position’s duties and responsibilities. Classification reviews focus on the position duties and responsibilities, not the performance, length of service, or personal qualifications of the employee. Major classification factors considered are: • Accountability: autonomy, freedom to act, impact on organization, authority • Problem solving: environment-whether routine, standard, or broadly defined interactions • Knowledge: education and skills, determination of technical depth and breadth a. Classification Review Process Classification Requests Classification requests may be initiated by the supervisor, xxxx/director of the department/unit concerned, or by the incumbent of the position. When an encumbered position has previously been reviewed, a subsequent request will not be considered until at least a year (12 months) from the date on which the results of the previous request were communicated to the requestor. The key duties and responsibilities of the position must be outlined in the Classification and Recruitment Form (CARF) (xxxx://xxx.xxxxxxx.xxx/documents/CARForm-ATS.doc) and submitted to UHR along with a current organization chart via the Applicant Tracking System (ATS) (xxxx://xxx.xxxxxxx.xxx/ATS). The request is assigned to a UHR representative who conducts a preliminary review, which may include an interview with the incumbent and/or the supervisor if needed for further clarification. University Human Resources conducts regularly scheduled classification review committee meetings comprised of senior university administrators knowledgeable about specific job families to determine classifications and grades. The UHR representative notifies the requestor of the classification results and implements payroll actions when required. The effective date of a reclassification will be the payroll begin date following receipt of the classification request in ATS in accordance with Article 22 – Salary Adjustments.