Job Classification
Introduction
The primary objective of position classification is to define and describe accurately the current duties and responsibilities of positions for purposes of determining proper compensation and qualification requirements; to facilitate the functioning of other personnel processes, such as developing performance standards and actual performance appraisals based upon the assigned duties of specific positions; identifying career ladders and promotional lines; and translating broad organizational plans into the assignment of duties and responsibilities to individual positions.
Classification is based upon the objective elements of a position and does not consider the status of an incumbent. Information relative to the employee's length of service, time spent at the maximum salary level of the position, or the quality of his/her performance is not considered in determining the appropriate classification of a position. Factors that are considered include such elements as the nature, scope and level of the duties and responsibilities; the relationship of the position to other positions in the department; supervision given or received; and exercise of independent judgment.
To ensure that all position descriptions for staff, administrative and closely related academic employees are current and accurate, a three-year classification review cycle has been established. This review process enables the Office of Staff Personnel Services to review each position at least once every three years.
It is recognized that in some circumstances, a classification review of a particular position may be necessary prior to the regularly scheduled review. Therefore, provision are included for management-requested reviews outside the normal classification review cycle. Staff Personnel Services may initiate additional reviews as a result of new or revised CSU classification or qualification standards, or upon initiation of recruitment action.