PURPOSE: To provide for the correct
evaluation, description, and classification for all jobs.
POLICY: It is the policy of Employer
ABC that all positions be evaluated, classified, and compensated to ensure
equal pay for equal work.The job
description is the document for identifying each position’s pay grade,
occupational category, nature of work, primary responsibilities, education and
experience requirements, and special skills and abilities.
5.Processing Approved Classifications
·Human Resources is
responsible for developing, implementing, and administering the classification
program.Human Resources will conduct
classification surveys, perform job audits, prepare and revise job
descriptions, evaluate jobs, and allocate positions to the appropriate
·It is also the responsibility of all
managers and supervisors to assist in the administration of the program by
initiating the necessary actions to accomplish:
(1)the establishment of new positions,
(2)the abolishment of redundant positions,
(3)the revision of outdated job
reclassification of positions where significant or substantial changes in
duties and/or responsibilities has occurred.
·The Director of Human Resources,
Divisional Vice President, or Department Head may initiate a job classification
·A request for a new position or changes
to an existing position must establish the need for the position or the need
·When submitted to Human Resources for
classification or reclassification, the request must include a Position
·When a need is identified for a job
classification, a written request is submitted to Human Resources for initial
review and analysis.The request must
include the basis for the request as well as a Position Assessment Form.
·After reviewing the request, Human
Resources will contact the requesting department to complete a job analysis and
prepare a new or revised job description.
·Human Resources will evaluate the new
job description and determine the appropriate title and pay grade.
·A final approval request is then
forwarded to the appropriate Vice President.
·The Divisional Vice President and Human
Resources Director have the authority to approve all job classifications.
5.Processing Approved Classification
·To process an approved classification,
the Divisional Vice President will process an Employment Changes Form to make
any change in title and/or pay, or to announce a job vacancy for a new
·If a salary increase is required to
bring the incumbent's salary up to the new pay grade minimum, any salary increase
above the minimum will be considered a merit increase, and should follow the
merit pay procedures.
·If a salary decrease is required to
bring the incumbent's salary within the range of the new pay grade, the
incumbent's salary shall be determined by the Department Head and Director of
·Departmental reorganizations may or may
not necessitate a job classification audit.
·Employees who move into another job
with the same pay grade are con considered to have made a lateral move and the
incumbent maintains the same rate of pay.
·When reorganization requires a change
to a job with a different pay grade level or occupational category, job
analysis is conducted to verify proper classification.If reorganization results in moving an
employee to a lower pay grade, their salary should be set at a rate within the
new pay range as determined by the Department Head and Director of Human
·Department Heads must first obtain
approval of the Vice President and Director of Human Resources for any
reorganization that will result in a change of pay or title for an employee.
7.Staff Classification Strategy
·Human Resources continuously reviews
and monitors current jobs and pay grades.
·The Director of Human Resources may
adjust the pay grades to maintain competitive pay scales within the appropriate
labor market.Any necessary salary
changes will be coordinated through the appropriate Department Head.
·Upon request, Divisional Vice
Presidents will be given reports identifying employees paid above and below
their designated pay range.These
reports can be used to determine if a classification review is warranted or if
an incumbent should be promoted because they are at the top of their pay range.