Classification Procedures for New Positions

The purpose of the Classification Procedure is solely to establish the appropriate level of the position in relation to existing positions at the University taking into account internal equity considerations and the University’s current classification system.  Authorization from the respective Dean/Vice President and concurrence from the President must be obtained in order to make any budgetary changes.  The procedure is not an authorization.

This procedure shall be used to establish the proper classification of new regular staff positions.  Normally new positions are created as a result of expansion of operations resulting in the need for additional personnel or as a result of new programs.

Step One:  The department head/account manager determines additional staffing needs as required by the activity levels and functions of the department.  Managerial approval should be obtained at the Vice President’s level with concurrence of the Vice President for Business Affairs.  The Assistant Director for Human Resources should serve in a consultative role to determine preliminary staffing cost and internal equity issues.

Step Two:  After receiving managerial approval, the account manager should complete a Job Analysis Questionnaire (JAQ), which may be obtained from the Human Resources Office.  The completed JAQ, a letter of justification, and an organizational chart of the department should be submitted to the HR Assistant Director for review and evaluation.

Step Three:  Upon receipt of a request for classification, the HR Assistant Director will evaluate the job content of the proposed job and determine the job title, salary range and job number for integration into the existing UTB’s Pay Plan.  This process will include a comparison of the job content (as described by the department) with the job content of similar positions already in the Institutional Pay Plan and System-Wide Pay Plan.  After the evaluation is completed, the HR Assistant Director will notify the department of the appropriate classification.  The department should allow thirty (30) days.  If additional time is required because of the uniqueness or complexity of the job, the HR Assistant Director will notify the department.

Step Four:  Next, requesting manager must meet with his/her respective Dean/Vice President to obtain approval for any budgetary changes that need to be made.

Step Five:  The approval of the President/Provost is required for some positions before the classification is complete.

Return to Human Resources Home Page