Position Classification Process

Position Classification has two purposes:

  1. To accurately define and describe the current duties and responsibilities of positions; and

  2. To ensure consistency in describing similar positions across the University.

CSU provides Classification Standards for each classification within the CSU. Some degree of adaptability exists for positions within the same classification to reflect unique department/division/campus needs.

Requesting a Position Review

1. When? Requests are appropriate to submit for review if there are significant on-going changes in job duties/responsibilities, that represent at least a 50% change in job duties including but not limited to:

  • Reassignment of duties that result in the position changing more than 50%.
  • Addition, removal or significant changes in supervisory responsibilities.
  • Technological change (new equipment requiring special license, training or knowledge, not different software which enables the incumbent to fulfill their current responsibilities in a different way).

Note: not all changes in duties and responsibilities may be significant enough to warrant a classification review or necessitate a revised position description.

2. How? An employee or supervisor may submit a written request for classification review by completing and submitting a Staff Position Description Form and selecting "Initiate a classification review of a filled or vacant position."

Reclassification Types

There are two types of re-classifications:

  1. When a position is reclassified to a new class.  Example: Administrative Support Assistant to Administrative Support Coordinator

  2. When a position warrants an in-class progression.  When a position moves from one skill level to another within the same classification.  

    Example:  Administrative Support Assistant I to Administrative Support Assistant II.

Factors in Determining the Appropriate Classification

  1. Nature of duties and responsibilities.

  2. Scope and level of duties and responsibilities.

  3. Relationship of the position to other positions in the department and university.

  4. Supervision (both given and received).

  5. Exercise of independent judgment and authority to take action.

Factors NOT Included in Determining the Appropriate Classification

  1. Quality of performance (Performance Rating)

  2. Quantity of work

  3. The status of the incumbent

  4. The incumbent's length of service

  5. Time spent at the maximum salary of the position

Classification Review Process

  1. Requests are processed in the order of receipt in the Human Resources department.

  2. Position duties are compared with:

    • The appropriate CSU Classification and Qualification Standards

    • Other similar positions in the department, and within the University

  • The appropriate classification is determined.

  • The incumbent is notified of the classification decision in writing.

  • Classification Appeal Process

    1. An incumbent may appeal the classification decision.

    2. The incumbent submits the appeal to Human Resources within 30 calendar days after notification of classification decision.

    3. Detailed appeal instructions can be found in the appropriate bargaining unit contract or MOU.

    4. A designated manager in Human Resources (not the same person who conducted the initial review) meets with the employee.

    5. The appeal classification decision is communicated to the incumbent in writing.

    6. The ruling on the appeal is final.