As with any table based system, maintenance must be facilitated. Internal HR users should have an easy method for changing the items, model and reports. HR users should have access to a data dictionary for the system as well. At initial implementation, the system will be limited to administrative support staff positions. This constraint will provide an opportunity to test and modify the system using a subset of the UCSD community.
Clerical jobs represent the largest number of reclassification requests.
The CPRT believes the characteristics of administrative support positions in combination with the workload volume they represent make this an ideal pilot population for the Automated Classification Evaluation System. Eventually, the system will be extended to almost all job series with only the highly specialized positions requiring manual review. In preparation for full scale implementation, HR and its existing classification advisory teams should document their evaluation criteria and associated weights. This information will provide important guidance in the development of questions for the system and system tables. Since only the highly specialized or borderline jobs will be relegated to human intervention, it is imperative that the system fully capture the technical and organizational values currently being applied by HR and its teams.