University positions are created and classified at the outset, with significant task, responsibility and volume latitude, representing a position roster derived from prudent attention to short and long term employment initiatives. Position are classified to reflect comparable differences in scope and complexity of responsibility, expertise (including continually changing levels of expertise demanded by the discipline), accountability of performance, impact of performance upon the university’s successful operation and market pricing. Growth and alteration of assignments and focus within a position are planned, expected and accordingly classified.
Position classification is the process by which jobs with similar duties and responsibilities are grouped together for the purpose of assignment into appropriate pay ranges. The position description forms the foundation of the classification process and is the primary tool used to accurately define and describe the current duties and responsibilities of a position. The classification process of a position considers the nature of the job, scope, and level of duties and responsibilities, relationship of the position to other positions in the department, supervision given/received and exercise of independent judgment. The quality, quantity, and in case of re-classification, status of employee, length of service or current salary do not form a part of the consideration in classifying a position.
Position classifications /re-classifications are initiated by way of a requisition which is created online through the employee online recruitment system. Access to the system is available via the highlander pipeline.
The Department of Human Resources serves as a consultative resource for departments on, job design, writing effective job descriptions and compensation strategies.