Managers use Job Builder to create or update and revise their staff job descriptions. All staff (non-represented and represented) job descriptions should be created, saved, and classified in the Job Builder JDX platform.
When reviewing a position for classification, the Compensation Consultant carefully studies the job description and other related materials such as the organization charts submitted for review. Such documents highlight important information related to changes in the position.
The Consultant considers how a position has changed (additional duties, supervision exercised and received, and other critical components of the position) and compares the position to the published classification standards for the job family/series and to similar positions at Berkeley.
In some cases, the Consultant will consult with campus experts in the field to obtain their perspective and assessment of the position. Decisions regarding the classification of positions in the MSP program are made by the Vice Chancellor's office.
A job family or job series is a group of jobs with similar functions that require similar specialized knowledge and skills. Examples of job families include Student Advising Services or Applications Programming. Examples of job series include the clerical/administrative series.
Some job classification guidelines have been developed specifically for the Berkeley campus, while others are used across the entire UC system. For example, within the clerical/administrative series, three levels of (_) Assistant (I, II, and III) are identified and defined.
Compensation Consultants consider these important factors when classifying a position:
- Nature or type of work performed
- Level of responsibility
- Impact of position on the unit, department, or campus
- Reporting relationships
- Scope of duties
- Complexity of work
- Creativity/innovation
- Supervision received
- Supervision exercised
- Knowledge and skills required to perform the duties
Other factors cannot be considered in classifying a position:
- Performance of the incumbent
- Longevity of the incumbent in the position
- Qualifications of the incumbent that are not required by the position
- Personality
- Financial needs
Based on the review and comparisons, the Compensation Consultant determines the appropriate title. The Consultant may contact the Central HR Partner during the course of the review to discuss the findings.
Appeals
Check the relevant personnel policy or contract for guidelines on formally appealing or reviewing a classification decision.
If the department and/or the employee disagree with a classification decision, they should discuss the outcome with their Central HR Partner. If, after that discussion, they still would like to appeal the original decision, the appeal request, with written reasons for disagreement, may be submitted to the Director, Compensation, Benefits, EEO and Records in the Central Human Resources Department under the signature of the department head within thirty days of receiving written notification of the classification decision. The originally submitted job description as approved by the supervisor and the written reasons for disagreement will be the basis of the appeal review. The appeal process is not intended to consider revisions of the job description directed toward achieving a desired classification. Any revisions to the originally submitted job description will constitute a new classification review request.