About Reclassification

Classified Senate Employee Manual H.1.0 Classification Plan

Classified positions are grouped into classifications. Each classification shall be composed of those positions that are sufficiently similar in skills, knowledge, abilities, duties, and responsibilities required so that:

A.  The same or similar requirements as to education, experience, knowledge, and ability should be required of incumbents.

B.  The same tests may be used to choose qualified employees.

C.  The same schedule of compensation can reasonably and fairly be made to comply under the same or substantially the same conditions of employment.

Requests for classification reviews may be initiated by the employee, his/her immediate supervisor, or the appropriate division head. The superintendent/president shall publish rules and regulations to govern the classification review procedures; the Board will make the final decision.

To follow is an overview of the Factors which CRC utilizes when reviewing Job Descriptions.

Factor 1

EDUCATION & SKILL

Those abilities required which are needed to help ensure a satisfactory level of performance. This may be acquired through formal education and/or equivalent experience.
   

Factor 2

EXPERIENCE

Relates to the level and type of experience required for entrance into this position.
   

Factor 3

DECISION MAKING

Refers to those decisions which affect the organization's success and the incumbent's level of involvement in that process. Decision Making may take various forms such as providing information, drawing conclusions, making recommendations, deciding upon courses of action, approving decisions, and implementing decisions approved by others. This Factor evaluates the independence and latitude of decision making.
   

Factor 4

SUPERVISION RECEIVED

Refers to the autonomy of individuals in carrying out the duties and responsibilities of their positions, the degree of independence which they have in determining their work assignments and priorities, and the types of situations that are brought to the attention of the supervisor and/or lead worker before the employee proceeds with work action.
   

Factor 5A

LEAD AND SUPERVISORY RESPONSIBILITY

Refers to the degree of responsibility for overseeing the work and performance of incumbents in subordinate positions. This includes the different levels of supervision exercised in an organization (i.e., senior employees providing technical direction to junior employees, and full supervision). This Factor addresses the elements of work guidance, control, and supervision.
   

Factor 5B

SUPERVISORY AUTHORITY & OCCUPATIONAL LEVEL

Recognizes categories of classes over which full supervision is exercised.
   

Factor 6A

CONTACTS - PURPOSE

Relates to the primary purpose of contacts with others.
   

Factor 6B

CONTACTS - FREQUENCY

Refers only to the time that actual verbal contact is made with others in person or over the telephone (i.e., interviewing job applicants) and the percentage of the employee's work time that is devoted to these activities.
   

Factor 7

PHYSICAL EFFORT

Refers to the amount and regularity of muscular effort expended by employees in the performance of their duties.
   

Factor 8

VISUAL EFFORT

Refers to sustained time periods where it is necessary to focus upon specific activities.
   

Factor 9

WORKING CONDITIONS

Refers to the environmental conditions in which the duties and responsibilities of the position must be performed and the degree of exposure to such things as dirt, fumes, odors, extreme temperature, poor lighting, and hazards. Hazards include the type of conditions in which personal risks are present that can cause injury, disability, and/or death.