Often these discussions can lead departments to significant new conclusions regarding the timing or appropriateness of a review and other issues, thus resulting in greater efficiency and improved employee relations. To request a classification action, the department forwards the following items to the Classification Team. Current organization chart. The job analysis and classification process usually begins with a review of the description of the position to be evaluated. The job description is the principal document used by the classification analyst, although supplementary information also is considered.
Management determines organizational structure and assigns duties and responsibilities.
The supervisor has primary responsibility for the job description but may choose to delegate the writing of some portions of the position description to the incumbent. The focus of the job description is job content, not individual performance or qualification requirements. Both forms are available from Position Management. The Classification Team has designed training workshops to assist departments in writing job descriptions for specific occupational groups. The charts provide a basis for understanding the relationship between positions and delineating the various levels of supervision and distribution of primary responsibilities.