Classification Process

Program

The classification program is designed to ensure that the skill level required and the responsibilities assigned to employees are accurately reflected in position descriptions and that positions are appropriately classified in accordance with the Classification and Qualification Standards issued by the Trustees of The California State University (CSU) as implemented at Fresno State.

A classification and/or skill level review may be initiated by the employee, Chair, Dean/Director or the Human Resources Department.

Classification and/or skill level reviews are normally conducted in response to a change in skill level requirements or position responsibilities, a reorganization/structural change or the establishment of a new position. The supervisor is responsible for preparing position descriptions and ensuring that each employee has a position description which reflects the responsibilities assigned and skills required. Determination of the appropriate classification is based on the skills required to perform the job and nature of work assigned. Factors such as independence, autonomy, innovation, creativity, decision making, judgment, complexity, supervision given and received may also be considered.

The effective date of employee-initiated classification and skill-level changes will be the first of the month following receipt by human resources of the Request for a Job Review and supporting documentation. Management initiated reviews may be effective upon completion of the review and approval unless an alternate date is requested by the appropriate administrator.

The salary of an employee moving to a classification or skill level with a higher salary range shall be set according to the appropriate provisions of the collective bargaining agreement.

Scope

The Classification Program shall apply to all employees in temporary, probationary and permanent non-faculty positions including confidential and administrator positions covered by the Management Personnel Plan.

Employees not covered by these guidelines include Instructional Faculty, Auxiliary employees, Teaching Associates, Graduate Assistants, Special Consultants, Casual Workers, Student Assistant/Work Study and Volunteer employees.

Where the provisions of this policy and procedure are in conflict with the collective bargaining agreements reached pursuant to Chapter 12, (commencing with Section 3560) of Division 4 of Title I of the Government Code, the Collective Bargaining Agreements shall take precedence.

Procedure

MANAGEMENT INITIATED REVIEWS: The supervisor shall prepare and forward to the appropriate dean/director a memo (the dean/director must sign the memo to authorize the program manager to conduct the review). The memo shall identify the reasons for change in assignments, e.g. legislation, reorganization, new functions. A current and revised position description, including organization charts shall be forwarded with the memo.

EMPLOYEE INITIATED REVIEWS: An employee may request a classification review provided the request is made in accordance with the appropriate collective bargaining agreement (e.g. Units 2.5.7.& 9 employees shall not submit subsequent request prior to eighteen (18) months after completion of a previous classification review). An employee’s Request for Job Review shall be submitted in writing to the employee’s supervisor and must include an updated Job Description.

The supervisor shall forward the employee request as soon as possible to the supervisor/dean/director for endorsement and submission to human resources for review. The supervisor/dean/director shall indicate their agreement/disagreement with the accuracy, performance or need for continued performance of the duties described by the job description. In addition, the supervisor/dean/director must submit a current Position Description and organizational chart.

Classification Review

The review process may include one or more of the following:

  • Analysis of materials associated with the position including the position description and job description. In most cases, this step will be sufficient to make a determination. Therefore, it is important to be thorough in description of the duties and organization.
  • Interviews with the incumbent, supervisor, and/or manager individually or in groups.
  • Comparison with other positions on/off campus for similarities and differences in skill level, difficulty, responsibility and qualification requirements.

The program manager shall formulate a classification recommendation, review the recommendation with the dean/director and obtain approval, communicate in writing the classification determination, including the reasons for the decision, within 180 calendar days after initiation of the request.

Classification Appeal

Where authorized by the collective bargaining agreement, an employee may appeal a classification and/or skill level determination to the director of human resources no later than fifteen (15) calendar days after receiving written notification of the decision. The appeal shall include the specific reasons for disagreement with the classification determination. The process for an appeal review shall be similar to the initial classification review process. The classification and/or skill level decision resulting from the appeal shall be final and not subject to grievance procedures.