5.26 - P&S Staff - Classification Plan

Review Deadline

Wednesday, December 10, 2025

Purpose

To outline the position classification process for P&S positions. This policy does not apply to contract appointments in intercollegiate athletics.

Policy Statement

The university's P&S position classification plan has been established based on the relative market value of P&S positions and is administered by Human Resource Services (HRS). The position classification plan was developed and continues to operate based on position descriptions, which identify duties and responsibilities, pay grade, exemption status, and minimum required qualifications for P&S positions.

A. Position Evaluation Procedure

Position descriptions are prepared by HRS when new positions are established. The descriptions are reviewed annually by the manager and staff member and revised as required when position duties are restructured.

Position description materials allow the university to complete and maintain an evaluation of P&S positions based on reputable market pay data and internal position comparisons. P&S positions with similar benchmark data are grouped accordingly within thirteen pay grades or levels of compensation.

HRS completes a detailed study of all new and revised P&S positions and prepares position descriptions. Positions are then evaluated based on market pay data, relevant levels of market sensitivity, as well as internal comparisons such as:

complexity of problems to be solved;
minimum skills, education and experience required;
interpersonal relationships ordinarily involved in day-to-day activities of the position;
nature of responsibility exercised within the context of the overall operations of the University;
scope of functional and managerial responsibility exercised;
degree of independent action within the position functions;
impact of independent actions on the attainment of goals for educational programs and/or institutional development; and
degree of work pace, pressure, and/or stress ordinarily involved in day-to-day activities of the position

The pay grade established by HRS for a new or revised P&S position is reviewed with the appropriate department head, director and/or dean.

B. Position Classification Review Process

A P&S staff member in a non-temporary position may initiate a review of their position classification by first discussing the pay grade or classification concern with their department head or director. If the staff member remains concerned after such discussion, they may formally request a review of the position in writing through the completion of a Position Description Questionnaire (PDQ). The department head, director and/or dean will discuss the review request with the staff member and submit the PDQ to HRS within ten (10) working days, after receipt of the staff member's written request. A department head, director or above may submit a PDQ on behalf of a staff member or for vacant positions.

The HRS representative will consult with the affected staff member, the department head or director and others as appropriate concerning position duties, assignments or responsibilities in question, to clarify and revise position description information. Such preparations for the position classification review will be completed and forwarded to the HRS Director within fifteen (15) working days.

The HRS Assistant Director Employment will affirm or modify the evaluation and advise the affected staff member and the department head, director and/or dean accordingly within ten (10) working days. They may, in considering a recommended position evaluation, request or consent to submission of added written or oral information and/or conduct an on-site audit of position duties. The decision of the HRS Assistant Director Employment will be the final step of the review process. Classification outcomes will become effective on the first day of the month or the beginning of the next work week (depending on exemption status) following the conclusion of the review process.

If the decision rendered at this level is acceptable to the staff member, the review will be considered concluded, in which case further classification review may not be made for at least a twelve (12) month period unless it is clearly established that a substantial change in duties and responsibilities has occurred.

If the decision rendered is not acceptable, the staff member may initiate a position classification appeal. The staff member (or submitting individual) and administrative representatives may agree in writing to extend the time limits at any level of the review procedure.

C. Position Classification Appeal Procedure

The following procedure may be initiated by a staff member, department head, director or above to appeal a decision rendered with a position classification review action. An appeal of a position classification review action must be initiated within ten (10) working days following receipt of the HRS Assistant Director Employment's decision at the final step of the position classification review process. Such appeal is to be indicated in an email to the Assistant Vice President Human Resources along with a copy of pertinent position descriptions, correspondence, and other relevant materials used during the classification review process.

The Assistant Vice President Human Resources will review the information and render a decision within twenty (20) working days following receipt of the appeal form and materials. Time limits may be extended with position classification appeal actions upon mutual written agreement of the appeal party and the Assistant Vice President Human Resources.

Decisions rendered by the Assistant Vice President Human Resources will be final and will conclude the appeal process. Further classification review/appeal actions may not be taken for at least twelve (12) calendar months unless it is clearly established that a substantial change in duties and responsibilities has occurred.

P&S Council, approved October 27, 2025
Human Resource Services, approved October 28, 2025
University Council, approved , 20
President and Executive Management Team, approved , 20