How should employees in hybrid jobs who have responsibility for multiple administrative areas such as HR, Budget, Payroll, and Facilities be classified?
If an employee has multi-functional responsibility for a combination of different areas that are all important and necessary for the role, the job will likely be classified to the Administrative Operations family within the General Administration field.
If this hybrid job is an individual contributor role (does not have 2 FTE or more employees reporting to them), the job would be classified to the Administrative Officer job family in the professional category.
If the role has multi-functional responsibility (as indicated above) and oversees 2 or more FTE, the job would likely map to the Administrative Operations Supervisor or the Administrative Operations Manager jobs in the supervisory and managerial category within the Administrative Operations family (General Administration field).
What about other hybrid job scenarios where one set of responsibilities may constitute the majority of the job?
The major duties of a given job will determine how to map it to a new job family. The chart below recommends a solution for mapping each hybrid job to a new job family:
| Hybrid Jobs | |
|---|---|
| Situation | Solution |
| (1) One set of duties constitutes over 50% of the job. | Use the job family that constitutes over 50% of the job. |
| (2) No set of duties constitutes over 50% of the job, but one set of duties is greater than any other. | Use the job family that has a greater % of duties than any other job family. |
| (3) No set of duties clearly predominates. | Use the job family that you would emphasize when recruiting for the position. |
| (4) No set of duties clearly predominates, and the combination of duties is captured in a “multi-functional” job family. | If the combination of duties is captured by a defined “multi-functional” job family, and such job family is a better match than other, more specific, job families, use the “multi-functional” job family (examples include Administrative Operations within General Administration; HR Generalist within Central Human Resources; Information Systems within Information Technology). |
If an employee supervises at least 2.0 FTEs, but also performs a significant amount of non-supervisory duties, should I map the employee to a Supervisory & Managerial, Professional, or Operational & Technical job?
The employee should be classified based on the percent of time spent supervising or managing others, and the type of personally performed duties that are non-supervisory in nature. Recommended solutions for each type of situation are outlined in the following chart:
| Working Supervisors | |
|---|---|
| Situation | Solution |
| (1) The employee spends more than 50% of the time supervising and/or managing. | Use the relevant Supervisory & Managerial job description template for classification. To insert personally performed duties into the Essential Functions section of the job description, use the appropriate Operational & Technical or Professional job description template for examples of duties. |
| (2) The employee spends less than 50% of the time supervising and/or managing, and the personally performed duties fall into the Operational & Technical category. | Use the relevant Supervisory & Managerial job description template for classification. To insert personally performed duties into the Essential Functions section of the job description, use the appropriate Operational & Technical or Professional job description template for examples of duties. |
| (3) The employee spends less than 50% of the time supervising or managing, and the personally performed duties fall into the Professional category. | Use the relevant Professional job description template, and complete the Supervisory section of the Professional job description template. To insert supervisory duties into the Essential Functions section of the job description, use the appropriate Supervisory & Managerial job description template for examples of duties. |