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  400 South Orange Ave.
  South Orange, NJ 07079
  
  (973) 761-9177
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  humanres@shu.edu

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Staff Employees

The essential function of the Classification Committee is to evaluate and assign a permanent grade to all bargaining unit positions. The charge of the Committee is to evaluate positions only and not to evaluate the incumbent occupying the position.

In order to determine the full content of a position, the incumbent, and in the case of a new position, the supervisor must complete a Position Description Questionnaire which can be obtained from the Compensation and Recruitment Manager in the Office of Human Resources. The questionnaire provides information detailing the requirements of the position not the qualifications of the incumbent. The sole purpose of the description is to describe the content of the job. The Committee will evaluate positions on the basis of the minimum qualifications required for a job not the skills brought to the job, e.g. if an individual takes stenography and occupies a position that does not require stenography, individuals will not be rewarded for that skill.

Twelve job factors are used to evaluate a position: Education, Training, Judgment & Initiative, Confidential Data, Responsibility for Contacts, Responsibility for Monetary Loss and Errors (involving a loss to the University and not just the department), Supervision Required, Supervising Other Employees, Work Pressures, Mental and Visual Demands, Physical Demands, Working Conditions (which are permanent and not a temporary condition due to be changed). Volume of work is not considered in any of the factors and will not be used in the evaluation process; e.g. an increase in the volume of work assigned to you does not change your duties or the skills required to perform the job. Also, an individual can only do a certain amount of work in a seven hour day or whatever amount of hours your schedule is set. However, if additional help is assigned and the duties have significantly changed, then the position could be considered for a re-evaluation.

The Committee is composed of three Union representatives, three administrative representatives, and a Faculty Chair. The role of the Chairperson is to monitor the progress of the committee and to break a tie when necessary. Meetings are scheduled based on need. Positions that are submitted for reclassification are stamped with the date they are received in Human Resources and will be reviewed within 75 days of receipt, if possible.

All requests to submit a position for re-evaluation must be sent to the Compensation and Recruitment Manager in the Office of Human Resources. Each Position Description Questionnaire submitted will be date-stamped the date of receipt and entered into a log. Only those Position Description Questionnaires properly completed by the incumbent and in the case of a new position, completed by the supervisor and signed by the appropriate individuals will be considered. The Committee will evaluate positions on a first-come, first-served basis. Any evaluations resulting in a salary adjustment will be retroactive to the date the questionnaire was received in the Office of Human Resources.

PROCEDURE

A. NEW POSITIONS

1. Prior to filling a newly established position, a job description questionnaire must be submitted to the Compensation Manager.
2. The Compensation Manager will tentatively classify the position and advertise according to policy.
3. All Position Description Questionnaires received will be date-stamped and logged.
4. The Compensation Manager will submit the Position Description Questionnaire to the Classification Committee for evaluation.
5. Where the grade assigned by the Committee is higher than the original tentative grade, a salary adjustment will be made retroactive to the date the position was filled.
6. Where the grade assigned by the Committee is lower then the original tentative grade, the position will remain at the tentative grade assigned by the Compensation manager for the individual occupying the position. However, when the position becomes vacant, the replacement will be hired at the lower grade level assigned by the Committee, providing there has been no change in the position.
7. The Department Head and/or Supervisor may appeal the Committee's decision. An appeal must be in writing and sent to the Compensation Manager in the Office of Human Resources for the Classification Committee. On an appeal the Supervisor and/or the Department Head will be asked to appear before the Committee. At that time, both the supervisor and/or the Department Head shall discuss in detail about the position. The Committee may ask questions regarding the position in order to get a better understanding of what is involved in the position. The Committee addresses questions relative to the position not the individual occupying the position.

B. CHANGES IN EXISTING POSITIONS

1. Employees may request the reevaluation of an existing position where there are significant changes in the job. Again, please note that increased volume does not constitute a change and has no bearing on the evaluation.
2. Prepare a new Position Description Questionnaire emphasizing the significant changes in the position and submit it to the Compensation Manager in the Office of Human Resources.
3. Once the position description has been received it will be date-stamped and logged.
4. Where the grade assigned by the Committee is higher than the original grade, a salary adjustment will be made retroactive to the date the position description questionnaire was received in the Office of Human Resources.
5. Where the grade assigned by the Committee is lower than the original grade, the position will remain at the original grade while the incumbent is occupying the position. However, once the position is vacated it will be replaced with the lower grade providing the position has not changed.
6. Once a position has been classified by the Committee, the supervisor and the incumbent will receive notification of the results of the Committee.
7. If the supervisor and/or the incumbent do not agree with the decision of the Committee, they can file an appeal. Such an appeal must be made in writing to the Compensation Manager in the Office of Human Resources. On an appeal the supervisor and/or the incumbent will have an opportunity to appear before the Committee to discuss in detail the position, not the individual occupying the position.

(mds-10/21/96)

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