Classification

Positions similar in duties and responsibilities should be grouped together in a common category. Position classification (also referred to in OASys as Job Specification or Job Spec) is the process used to allocate a position's defined responsibilities and required qualifications to a position standard. The Job Specification is meant to be a generic grouping of jobs; therefore, many positions often share one position class. The position classification code is a four-digit number assigned by the Classification and Compensation Unit of Human Resources. 

For a list of available classifications, visit Job Specifications tab under the Position Management section of OASys. 

Content/Structure

All position classifications include the following:

• Position Class (Classification Title)
• Class Code
• Job Type
• Salary Range
• CBU Code
• Nature of Work
• Typical Responsibilities
• Required Qualifications

Job Types

• Administrative: The majority of these classifications are exempt from the Fair Labor Standards Act. Examples include: Assistant/Associate Director, Director, etc.
• Support Staff: These classifications are not exempt from the Fair Labor Standards Act. Examples include: most staff positions such as skilled trades, technical, fiscal, service, office, and clerical titles.

Factors that influence Job Type:

There are a number of factors that influence job type including but not limited to:

• Complexity of work performed
• Difficulty of tasks performed
• Variety of tasks performed
• Development of work methods
• Degree of independence and/or decision-making
• Consequence of errors
• Supervision
• Fiscal responsibility
• Reports and record keeping
• Knowledge and experience
• Responsibility for public contact

Establishing a Position and Writing a Position Description

Guidelines on establishing a new position, reclassifying an existing position, and general information about position descriptions can be found on the Position Descriptions and Writing/Modifying a Position Description webpages.