Overview of the Classification Process

Evaluating the classification of positions occurs within an organisation context. Positions do not exist in isolation, they interact with other positions around them.

As part of the classification process, the reporting structures, the communication networks, how the position relates and interacts with other positions within the University and how the position impacts on the organisation are considered.

• What is the classification process about?
• How does the classification system work?
• Why are positions classified?
• When is a position's classification reviewed?
• Is there a review process?
• Further information

What is the classification process about?

Jobs are created, change and evolve with the introduction of new technology, procedures, regulations and structures. The classification process is about capturing and measuring the relative job worth of a position at a point in time and ensuring the classification of the position is appropriate. The classification process focuses on the actual requirements of the position, not on a person or their performance. It measures the content or 'work value', not the volume of work. The work value of a position depends on a range of factors including the experience, skills and training required to perform the duties and responsibilities of the position.

How does the classification system work?

The University uses the Higher Education Worker (HEW) classification structure (Levels 1-10) to establish the appropriate classification for professional positions. The Director, Human Resources classifies all new positions and a Classification Committee considers classification submissions for existing positions.

The classification of a position is based on the qualifications, skills, qualities, abilities and experience required to undertake the position. It also considers the level of knowledge required to undertake the role, and the degree of problem solving, accountability and complexity of the tasks required to perform the key responsibilities of the position.

It does not incorporate any assessment of the personal attributes or performance of the occupant of the position.

The information required to assess a position may come from:

• Completed Request for a Classification Review;
• Position descriptions;
• Performance management, development and review (PMDR) documentation;
• Interviews with supervisors and employees; and
• The work unit's organisational structure chart.

The Classification Committee is chaired by the Director, Human Resources and makes recommendations to the Executive Director, Corporate Services. The Committee membership is:

• Two employees nominated by the Director, Human Resources;
• One employee nominated by the Community and Public Sector Union (CPSU); and
• One employee nominated by the National Tertiary Education Industry Union (NTEU).

Why are positions classified?

Positions are classified to determine the appropriate classification level for the position within the Higher Education Worker (HEW) classification scale, which in turn establishes the salary range for the position. Positions are also classified to ensure relativities are established and maintained within the University for positions with comparable skill levels.

When is a position's classification reviewed?

1. New Positions

All new positions, for periods in excess of six months, are classified by the Director, Human Resources before being advertised.

2. Existing Positions

The classification of existing positions may be reviewed when:

• A position becomes vacant and there are significant changes to the requirements of the position;
• A position is currently occupied and substantial changes (ie greater than 20%) have been made to the position's responsibilities and duties;
• The duties of a position change as a result of a major restructure. As part of the change process, changed positions are evaluated and a review of their classification arranged, if required; or
• Special circumstances exist and the Director, Human Resources approves a review.

Positions cannot be reviewed more than once within a two year period unless special circumstances exist and approval is given by the Director, Human Resources.

Generic position descriptions may be used when the position being reviewed is of a similar nature to one of the University's generic position descriptions. The decision to use a generic position description is made by HR Services.

Is there a review process?

A Classification Review Committee will consider classification outcomes if the occupant of the position, their supervisor, Head of Work Unit or relevant Executive Member have concerns with a classification result, providing a written request for a review of the classification result is received within 15 working days of the date of notification of the classification result. In their deliberations, the Review Committee will consider:

• The information provided in the Request for a Classification Review;
• The position description originally considered by the Classification Committee;
• Supporting organisational chart; and
• Information on relativities within the University provided by HR Services.

The Review Committee is chaired by an employee nominated by the Vice Chancellor, who was not a party to the original committee. It consists of the following professional employees, trained in the use of the classification descriptors, who were not involved in the original classification decision:

• Two employees nominated by the Director, Human Resources;
• One employee nominated by the Community and Public Sector Union (CPSU); and
• One employee nominated by the National Tertiary Education Industry Union (NTEU).

The Review Committee refers their recommendation on the review to the Executive Director (Corporate Services) for a final decision.

Further information

• Classification of Professional Positions

Advice and assistance can also be obtained from your HR Consultant.

Updated: 18 December 2012