What Is A Classification Review?

  • Classification is a process by which jobs of a common nature with similar duties and responsibilities are grouped together for the purposes of assignment to an appropriate classification.  The job description is the foundation of the classification process, because it is the primary tool used to accurately define and describe the duties and responsibilities of a position.
  • Classification is based upon the objective elements of a position which include, such elements as nature, scope, and level of duties and responsibilities; relationship of position to other positions in the department, campus or UC system; supervision given/received, and exercise of independent judgment.
  • Since job classification focuses on the specific duties and responsibilities of each position, the quality of performance, the quantity of work, the status of an employee, or information relative to the employee’s length of service or current salary are not considered in the classification process.
  • The classification review process is designed to ensure positions are clearly and properly classified in relation to the career track classification standards.  A reclassification is a change in classification that occurs due to changes in duties and responsibilities of the position.
  • The classification review process addresses incumbent-held positions only. It does not address the process for classifying new or vacant positions, which are initiated via the Recruitment Management System (RMS).
  • A current organizational chart is required as part of the classification review process. The organizational chart provides insight into the overall staffing of the work unit and an indication of what kind of support is provided to or by the position.  This will help to illustrate how changes within the organization have influenced the duties and responsibilities assigned to the position that is the subject of the classification review.
  • A reclassification can occur when, due to changes, the majority of job duties in a position are determined to be at a higher (or lower) classification level than the current level of the position. Normally, the addition of new (higher level) duties will combine with the higher-level duties already present in the position to become "the majority of job duties."
  • The additional responsibilities may result in shifting the position from one level to another in a classification series, therefore the position may need to be reviewed for potential reclassification. Importantly, changes in assigned duties or percentages of time do not always warrant a change in classification level. More of the same type or level of duties does not constitute a reclassification to a higher level.
  • Changes in the nature, variety and complexity of job duties, the supervision received or supervision exercised, or the responsibility for staff and/or resources, may justify a classification review. Changes in the volume of work assigned, or an employee's performance, are not considered justification for a reclassification.