Understanding Position Classification
These guidelines, which describe the position classification process at Bloomsburg University, were originally developed in 1994. The process of position evaluation has not changed since that time, however, personnel and circumstances have changed. Increased emphasis on the good stewardship of our resources requires that we accurately identify our work. Properly described duties and responsibilities are also requisite to accurate position classification.
The objective of this effort is to promote communication and a better understanding of this important process among administration, staff, and those faculty who work with or supervise staff.
The guidelines are a work in progress. We invite you to work with it. Use this as a general reference about job classification. Direct any comments or ideas for improving this guide to the Classification Manager.
The staff of the Human Resources Office is dedicated to improving services to the University and its employees. Open, two-way communication is vital to achieving this goal. From these common roots first grew the idea for this overview of the classification process. We hope you will find these guidelines a useful reference in your work here at Bloomsburg University.
Overview of Position Classification Process
Bloomsburg University of Pennsylvania, one of the 14 state-owned universities comprising the Pennsylvania State System of Higher Education uses prescribed and formal classification standards to classify all its non-instructional positions. These standards are developed and effected by the Commonwealth of Pennsylvania and the State System in order to appropriately represent all positions that exist within our organizations.
The classification plan consists of orderly groupings and structured formal standards, which represent the many and varied job categories needed to identify all positions in the workplace. Each job category represents one of these groups of positions through a general descriptor called a class. Position classification is the process used to match each position to and place it into the correct class. The intent is to assure that the same title, pay range, qualification requirements, examinations, selection procedures, training programs, performance standards, etc., are applied uniformly to all positions that are substantially similar in tasks, responsibilities, and skills. The results of the position classification process by design, directly impacts recruitment, staff development, retention, and internal and external pay consistency.
Those engaged in administering the position classification program at Bloomsburg University believe administrators and staff at the institution should be provided with an explanation regarding the policies and principles that serve as the basis for the position classification system. The intent of this publication is to provide such statements, as a basis for information, to support future deliberation, and to promote greater understanding. It provides the user with the basics as to how positions are assigned to the proper class and illustrates that proper position classification considers a position's relationship to all other positions in the immediate organization.
Since the responsibilities of any given position may be affected by the dynamics of reorganization and change, it should be understood that the position classification process is designed to respond to change by assessing whether additions or deletions of duties have impacted upon the proper classification of a position.
The staff of the Bloomsburg University Human Resources Office is available to assist in furthering your understanding of position classification and facilitate guidance in this process, on a request basis. Located on the second floor of Waller Administration Building, the office is open weekdays from 8 a.m. to 4:30 p.m.
Issued by the Office of Human Resources and Labor Relations, Bloomsburg University June 1994; Revised February 2002