Ohio Administrative Code › Title 3337 - Ohio University › Chapter 3337-40 - Policies on Discrimination and Benefits › Section 3337-40-40 - Job classification system

Current through all regulations passed and filed through July 1, 2024
(A)
								Overview
This policy serves to outline policy,
				procedures, and responsibilities for the administration of the Ohio university
				job classification plan pertaining to classified and administrative employees
				of Ohio university.
University human resources (UHR) is
				responsible for classifying all positions based on specifications and job
				descriptions developed for each position (see section
				124.14
				of the Revised Code). UHR will apply consistent and objective criteria to the
				analysis of all positions and will cross-compare and verify data from
				classified employees, supervisors, and department heads.
The classification of all positions is
				based upon duties, responsibilities, knowledge, skills, minimum requirements of
				education, certification, or licensure, physical requirements, and reporting
				relationships inherent in a given position. Position classifications are
				assigned germane titles and are placed in functional groupings, which
				illustrate the job framework and opportunities for professional growth and
				development.
(B)
								Position review and audit
(1)
									Vacant or new
			 position
When a new position is developed, or if
				substantial changes are made in an open (unfilled) position, the supervisor or
				planning unit head should complete a "Position Description Questionnaire" and
				forward it to UHR for review and classification. The position will be reviewed
				and a written summary of findings forwarded to the appropriate planning unit
				representative for final determination of the appropriate
				classification.
(2)
									Administrative position (incumbent)
If an employee and the department
				(supervisor with support from the planning unit) determine that a position has
				changed substantially (more than thirty per cent) and in such a way that it may
				impact the mapping of the position to the job framework, a revised "Position
				Description Questionnaire" should be completed and submitted to UHR for review.
				Job changes are not defined by incremental changes in job tasks, but rather
				determined by whether the job has changed with regards to the scope, impact,
				and complexity of the duties. Typically, additional duties assumed within the
				same level of scope, impact, and complexity do not warrant a position
				evaluation or job change.
UHR may also initiate an audit. The
				planning unit will work with the incumbent employee to complete the "Position
				Description Questionnaire," and submit the information to UHR. An audit may not
				be requested more often than once a year. A year is defined as a period
				beginning twelve months from the date of the last audit determination. An
				exception may be made to this twelve-month rule if significant documentation
				can be provided, showing that the duties of the position have been
				substantially changed since the date of the completion of the previous
				audit.
A UHR analyst will conduct a review of
				the position, interviewing the employee or the immediate supervisor as
				necessary, and conferring with the planning unit head and any other persons as
				deemed necessary. The analyst will complete a written summary of findings and
				render a recommendation to the appropriate planning unit
				representative.
Based on whether the duties and
				responsibilities, required skills, or organizational level of a position have
				remained essentially constant, substantially decreased, or substantially
				increased, a position audit may result in no change in the mapping of the
				position, a change in mapping to a lower rated position, or a change in mapping
				to a higher rated position.
UHR will determine the appropriate
				mapping based on the audit findings, and will inform the department of that
				determination, in writing, within thirty calendar days after the analyst has
				completed the review. The information provided to the department at that time
				will include the audit results, with supporting rationale.