Bloomsburg University of Pennsylvania

 

Reasons for Initiating the Review Process

Position Announcements  •  Benefits Information  •  Human Resources

Position reclassification is not an appropriate means to recognize/reward performance or service longevity.

There are several circumstances that can activate the review process. These include the following:

• Newly Created Positions — When a new position is approved and authorized, a position description is developed by the supervisor and reviewed by the director and appropriate vice president. The position description, which must include the major duties and responsibilities, minimum knowledge and skill requirements, and the reporting relationship, is submitted by the vice president to the Classification Manager for review and analysis.
• Vacant Positions — When an employee leaves a position, the position description is reviewed by the supervisor or director to ensure accuracy, and submitted to the Classification Manager to determine if the current classification is appropriate.
• Significantly Changed Positions — If a position has undergone change because the supervisor has added, deleted, or changed some of the duties and responsibilities and these changes are significant in terms of level of responsibility, accountability, or impact, the position is reviewed to ensure appropriate classification.
• Periodic Review — Every position should be reviewed periodically. There are several ways this review may be accomplished. The Classification Manager may simply review the current signed job description and the Position Accuracy Certification Form. In other situations after reviewing these two documents, the Classification Manager may feel it necessary to discuss aspects of the position with the supervisor or with both the supervisor and the employee. Circumstances might also call for a complete review of the position or job. This type of review customarily involves meetings between the Classification Manager and the employee and supervisor, and may require preparation of additional documentation, such as a Position Accuracy Questionnaire Form. The supervisor completes this document.
• The annual performance appraisal meeting is an ideal time for the employee and supervisor to review the employee's position description for accuracy and completeness. Any changes should be documented on the Position Accuracy Certification Form. This form should be returned to the Classification Manager along with the evaluation form. If the changes in the job description are major, a new job description must be submitted by the supervisor/manager.
• Reorganization — A re-organization within a department or program area may result in the re-structuring of one or more positions. The supervisor/manager should document such changes in the appropriate position descriptions.
• Special Study — A special study may be undertaken at the university level or at the system level for a variety of reasons, i.e., to provide documentation on a certain class or group of positions.
• Legislative Implications — State and federal laws sometimes impact positions and/or classes of employees. A recent example is the American with Disabilities Act.

 

Issued by the Office of Human Resources and Labor Relations, Bloomsburg University

June 1994, Revised February 2002