The Office of Human Resources' classification section is responsible for classifying positions for the University of North Florida’s administrative and support staff pay plans. The following steps are required by the department:
Please carefully read and follow instructions to ensure the timely processing of your classification request. Missing or incomplete information impedes the ability of the classification staff to complete the review and assessment process, and may delay posting of vacant positions or push back effective dates of reclassifications.
The Americans with Disabilities Act requires employers to make job-related decisions on the basis of whether a person can perform essential job functions, under reasonably accommodating conditions, in an acceptable manner. Job descriptions must identify which functions are essential, and employers must make employment decisions based upon the essential functions. Other functions, not designated essential, are categorized as marginal and are not to be used as a basis for employment decisions. Both essential and marginal functions must be identified in job descriptions.An essential function is a duty or responsibility that is fundamental to the job -- a critical or basic component of that job. A marginal function is relatively incidental to the reason for the job's existence. An essential function cannot or should not be assigned elsewhere, but a marginal function, even though it is desirable to include in the job design, could be made part of another job without causing significant problems.A marginal function is not unessential to the work unit, only to a given job. The function has to be accomplished, but it can be done by another employee or position. For example, a job requires the operation of a machine. In the job description, "painting the machine twice a month" is stated. However, this is not critical to the execution of the job. "Operating the machine" is the critical role, hence it is listed in the "essential functions". "Painting the machine" is not critical to the performance; hence, it is listed in the "marginal functions". Redistributing the "painting the machine" function would not alter the "Machine Operator's" job description.
Reclassifying a position to a new title may be appropriate when the duties of a position have changed significantly.Use the Reclassifying a Position action in the OASys PD Module to request a reclassification. Attach a revised position description reflecting the newly assigned duties, and attach an updated organizational chart. The classification analyst in the Office of Human Resources will review and evaluate the changes.
The classification analyst will provide the effective date with the approval of a classification action.The effective date of filled reclassifications will be the first day of the next pay period after the position classification action has been approved by the presidential designee.The effective date of vacant reclassifications and new positions that need to be posted will be the date that the classification has been approved by the presidential designee.NOTE: The latest version of the Adobe Reader software is required to view some of the content on this page. You can download the latest version of the free Adobe Reader from the Adobe web page.
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