Roles of the Classification Participants
Pennsylvania State System of Higher Education
The present classification plan, initiated in 1956 by the Executive Board of the Commonwealth of Pennsylvania, contains a schedule of class titles and specifications for each class. The Office of Administration, Bureau of Personnel establishes all class specifications and pay ranges in the classification plan (for coalition bargaining units), and periodically reviews them to make sure they reflect current conditions. Passage of Act 188 in 1982 established the State System of Higher Education (SSHE) and shifted the lines of authority for labor relations from the Governor's jurisdiction to that of the new System's Chancellor and Board of Trustees. The State System was subsequently empowered to administer the classification plan developed by the Office of Administration for the 14 state-owned universities.
Bloomsburg University Administration
Between June 1986 and July 1987, authority was delegated to Bloomsburg University and the other 13 State System universities for bargaining unit and classification decision-making under the directives and guidelines of the Office of the Chancellor.
The supervisor's role in position classification is to provide current and accurate documentation for all positions within their area of responsibility; initiate the evaluation of any new positions or the re-evaluation of any current position because of substantial changes. Prepare required documentation to accompany the recommendation of a classification review; ensure employees within their area of responsibility are assigned work appropriate to their classification.
Every university employee (position incumbent) influences the accuracy of position classifications. by maintaining current job descriptions, by carefully reviewing their job description annually as part of their performance evaluation, by clarifying any key assignment changes with their supervisor, and by documenting important changes on the Position Accuracy Certification Form, employees provide timely, detailed information on what workers do and what they need to know to perform their tasks well. Position incumbents also bolster the overall classification system whenever they participate in a review by providing insight and up-to-date information about job assignments and answering questions relative to their particular tasks.
The class titles, specifications, and pay grades are part of the collective bargaining agreements negotiated between the Commonwealth of Pennsylvania/State System of Higher Education and the various unions on the campus. A classification grievance may be filed by a union representative on behalf of an employee who believes their position classification does not reflect the duties and the responsibilities assigned to their position.
Office of Human Resources
At the university level, the Classification Manager is responsible for administering the University's classification programs under the direction of the Director of Human Resources and Labor Relations. The Classification Manager has two primary duties with regard to classification: to administer and maintain the job classification programs, and to act as a consultant to university departments on classification and related issues. The Classification Manager reviews the classifications of all vacated positions and newly approved positions prior to posting. This individual also evaluates positions to determine if the current designated classification is appropriate, and consults with supervisors on issues such as structural or organizational changes that may influence classified positions within their department.
Issued by the Office of Human Resources and Labor Relations, Bloomsburg University June 1994; Revised February 2002