1. INTRODUCTION
The evaluation and classification of positions is a process which has been implemented at the University to ensure that positions with similar levels of duty and responsibility are accorded similar levels.
The University will evaluate the classification of positions for the following reasons:
- the creation of a new position;
- a request for reclassification;
- major changes to a position description;
- the advertising of a vacant position;
- an organisational restructure.
Determination of position classification will focus on two main factors consistent with the University’s Position Classification and Review Policy:
- Work Value Principles
- Broad Level Classification Descriptors
In addition, comparative positions will be considered to ensure equity and to produce a measurement of work value against a standard.
The classification process will deal with the assessment of the position and not the employee who may occupy the position. Any performance issues must be addressed by management as part of a separate process and as soon as they become evident.
2. CLASSIFICATION REVIEW COMMITTEE
The Classification Review Committee is a part of the process for reclassification. The purpose of the committee is to review appeals and also to monitor trends and deal with major issues. The Committee would ensure equity and consistency in the classification process. The Director Human Resources would report to the Committee on any trends and major issues.
The Committee will meet on a quarterly basis, when required or more frequently as it determines:
- policy review, including monitoring and auditing;
- classification statistical review, unsuccessful applications, gender and diversity;
- classification appeals; and
- review of standard position descriptors.
The Committee may recommend an amendment to the effective date of classification where it can be shown that there has been an excessive delay in the registering of an application with Human Resources.
The Committee may recommend that the applicant submit an application for salary progression in the appropriate way.
Membership
The constitution of the Classification Review Committee is as follows:
- Director, Human Resources or nominee (Chair);
- Head or past Head (Vice-Chancellor’s nominee);
- Two (2) staff representatives selected by the Chair from a pool of four (4).elected Staff representatives on the basis of a relevant occupational group;
- A representative from the relevant Union; and
- Employee Relations Officer (Classifications)
In finalising membership for each Committee the aim should be to achieve a satisfactory balance in terms of classification levels and gender.
Membership will be for 3 years according to policy. The Committee will be authorised to make recommendation with a quorum of four members including at least 1 staff representative, 1 Union representative and the Chair.
3. CHANGES TO A POSITION DESCRIPTION
Changes to a position description must be dealt with in accordance with University policy and where a position is occupied shall be done in consultation with the employee who holds that position.
4. TIMELINE
The objective is to meet fair and reasonable timelines for processing all matters which are the subject of the University’s Position Classification and Review Policy.
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