The Job Classification System facilitates employee training, promotions, transfers, and other personnel administrative functions. The job description, pay grades, and salary ranges are used in the recruitment and compensation of personnel.
Please refer to the Compensation Terms Glossary for definitions of many of the terms used below.
The Job Classification System consists of job families, jobs, positions, pay grades and salary ranges. Some jobs are unclassified; these jobs were not included in the job classification system described here because the job evaluation plans did not adequately evaluate the nature of these jobs.
A Job Family is a group of jobs involving work of the same nature but requiring different skill and responsibility levels. Jobs at the University have been divided into four different job families with each job family having its own jobs and job descriptions, job evaluation plan, pay grades, and salary ranges.
- Job Family 1 consists of administrative support and clerical jobs, including financial, student services, library, and bookstore support service jobs.
- Job Family 2 consists of jobs in skilled crafts and trades, protective services occupations, custodial and other services.
- Job Family 3 consists of information systems jobs, electronic and media system technician jobs, and broadcast engineering and other technical or computer-related jobs.
- Job Family 4 consists of executive and managerial jobs, administrative jobs, and professional and paraprofessional jobs.
A job is work consisting of responsibilities and duties that are significantly alike to justify being covered by a single job description. A job may be assignable to more than one employee (i.e., the job of Administrative Assistant II is held by more than one person, but these individuals are in the same job because they all perform similar duties and responsibilities). A job refers to the combination of duties and responsibilities that are carried out by all persons in that job.
A position is used to denote the unique responsibilities and duties assigned to one employee. In instances when there is only one person with a certain job title or job description, the position is the same thing as a job. If however, there are multiple individuals with the same job title/job description, then each individual is in his or her own position. In other words, a position represents a specific person and the unique duties and responsibilities that person performs.
A job description is a summary of the essential duties and responsibilities of a job. A job description identifies the nature of the work that is performed, specific duties and responsibilities, outcomes of the performance of these duties and responsibilities, and the knowledge, skill, and abilities required to perform the job.
Job descriptions are used for the hiring process, the performance evaluation process, communication between employees and their supervisors about job responsibilities, salary administration, and the identification of training needs. Job descriptions serve as a broad outline of the duties and responsibilities of a job. Job descriptions are not restrictive in the sense that they exclude the assignment of other duties and responsibilities; in fact, job descriptions can be expected to change as the work performed changes. It is the responsibility of employees to review and understand the duties and responsibilities of their job as stated in their job description. Supervisors should recognize when the broad outline of duties and responsibilities needs to be updated and work with the Office of Human Resources to revise job descriptions. It is permissible for departments to maintain specific job duty lists or desk job descriptions particular to a position within a multiple-incumbent job.
The job evaluation plan for each job family is used to objectively and systematically evaluate job descriptions belonging to that job family in terms of compensable factors in order to determine the pay grade for that job. During job evaluation, a job is assigned a degree level for each compensable factor in the job evaluation plan based on the amount or extent of a compensable factor that is required by a job. The job evaluation process is based strictly on the minimum requirements and essential duties and responsibilities of a job and not on the level of performance of an individual in a job.
Jobs with similar job evaluation results or points are placed in the same pay grades; a pay grade is one of the classes into which jobs of the same or similar values are grouped. A salary range is assigned to each pay grade. The salary range consists of the minimum and maximum dollar amount that is paid to jobs in a specific pay grade. The salary range is based on salary survey data for the jobs in each pay grade, where the minimum of the salary range approximates the 25th percentile of market pay, the midpoint approximates market pay, and the maximum approximates the 75th percentile of market pay of all jobs in the pay grade.