Job Classification

Classification (also known as Job Evaluation) is a systematic process of evaluating the duties, responsibilities, scope, and complexity of a position description to determine the job title that most appropriately matches the job specifications and standards. All Staff (non-represented and represented) job descriptions should be developed, stored, and Classified in the Job Builder JDX platform.

Note: Job Descriptions should always be written about the position's job responsibilities. The information provided on classification requests should always be based on the duties and business needs of the position and department. The request should not be based on the incumbent's skill sets. For additional guidance on job descriptions, please review What is considered a Complete & Accurate Classification Request

Assuming all necessary documentation is provided, the turnaround time for newly created positions is generally 10 business days. For reclassification requests of encumbered positions, the turnaround time is generally 60 business days. For reclassification requests of vacated existing positions, the turnaround time is generally 10 business days. 

Reclassification effective dates are the first day of the month following receipt of all the required documents (old and new position description, old and new organizational chart) in Compensation.

There are two main categories of classifications. All non-academic staff employees are either REPRESENTED or NON-REPRESENTED. Represented means to be covered by a collective bargaining unit contract of policies (also commonly referred to as a union) and Non-Represented means to be covered only by the policies and procedures of the university (also known as the Personnel Policies for Staff Employees (PPSM).

Represented

(Covered by bargaining unit)

Non-Represented

(PPSM)

All new positions and positions with significant changes in duties are required to be submitted to Compensation for classification through the Job Builder JDX system using workflow. At the manager's discretion, a unit can use a recently previously classified position within the department to recruit. Job Descriptions are required to be created, saved, and classified in JDX prior to posting for recruitment. This includes position descriptions that have been reviewed and classified by the People & Culture Compensation team recently with minor edits that do not impact the level of classification. (Note: 'minor edits' is subjective - if there is any question about whether the changes made to the job description may impact the classification level or function, please reach out to your HR Partner). For additional information see Determining Staffing Needs section of the Guide to Managing Human Resources.
For departments that use ServiceNow, please create an HR Task for Central HR - Compensation and assign to the appropriate Compensation Consultant. Contact your HR Business Partner or Central HR Recruitment with questions about posting jobs for recruitment.

Categories and Levels:

Working Titles vs Classification Titles

With the exception of Associate and Assistant Vice Chancellor working titles, working or business titles are determined by the department.


For Associate and Assistant Vice Chancellor working titles, please consult the Guidelines for Using Associate and Assistant Vice Chancellor Titles.


Working titles are not factored into classification or reclassification decisions.

Job Standard vs Job/Position Description

A Job Standard is a pre-defined template which describes the Scope, Key Responsibilities and Knowledge and Skills requirements of a specific job level within a job family. All Job Standards are categorized by Job Family, Job Function, Job Category and Job Code. A Job Standard, once customized, is a Job Description.

A Job Description (also known as Position Description) is a summary of the key responsibilities of a job, for a specific position or group of positions. It includes the general nature of the work performed, the level of the work performed, and the skills and knowledge required for competent performance of the job. The Job Description should always be customized and the pre-defined sections in the Job Standard template (i.e. custom scope, key responsibilities, and knowledge and skills)  should include additional supporting details that explain the position. A job description describes and focuses on the job itself and not on any specific individual who might fill the position.

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