Frequent Questions About Classification
Does a desk audit or on-site review always have to be conducted in order for an analyst to make a classification decision?
No. It is generally up to the Classification Manager to decide how to obtain the necessary information. A desk audit may be performed. Sufficient information may be obtained from the job description, the position analysis questionnaire, the supervisor, and other sources so that a desk audit is not necessary.
Does the supervisor have any influence on the classification of a position?
Yes, in the sense that the supervisor determines what duties are assigned to a position and how independently the individual functions. This is why the Classification Manager usually talks to the supervisor when conducting an audit.
What impact does the supervisor have on the final decision of a classification review?
None, other than that mentioned above.
How often can a position be reviewed?
There is no limit on how often a position can be reviewed. Only those positions which have undergone substantial change in job content or job context, however, are eligible for a full review under the terms of the current collective bargaining agreement.
Can a position be reclassified to a class lower than the current classification? (For example, Clerk Typist 3 to Clerk Typist 2)
Yes, this can happen.
Who should initiate a request for a job or position audit?
The supervisor should initiate a request for a review.
Does the performance evaluation of an employee have an impact on the classification of their position?
No. The performance evaluation process is a separate and distinct function from classification.
What is the difference between a promotion and a reclassification?
A promotion means that an employee moves from on position to another in a higher pay range. A promotion occurs when an employee bids on and is selected for a vacant or new position. Reclassification occurs as the result of a review of a position or job. Reclassification can result in upward reallocation of the position which means it moves to a higher pay range; or can result in a downward reallocation of the position which means it moves to a lower pay range. The position can also move laterally and remain in the same pay range.
Who should be contacted regarding classification questions?
Your first resource is your supervisor since this is the person responsible for your work assignment. If you need additional information, your next contact is the University's Classification Manager in the Office of Human Resources and Labor Relations, Waller Administration Building.
Issued by the Office of Human Resources and Labor Relations, Bloomsburg University June 1994; Revised February 2002