Classification Procedure - 63.06.02
College Policy Number/Title:
Definition of Classification
Howard Community College staff positions are evaluated for grade level by the human resources office based on the nature of the work performed, educational requirements, and other knowledge. The specific factors used in evaluating jobs are: (1) leadership; (2) working conditions; (3) complexity; (4) decision making; and (5) relationships. The resulting outcome of the evaluation is called the "classification" of a position.
Process of Classification
In evaluating and classifying positions, the college uses one or more of the following: job descriptions, personal interviews, job assessment tool (JAT) questionnaires, and desk audits. These provide a detailed basis for evaluating the nature and complexity of the work.
Requests for classifying new positions or reclassifying existing ones are initiated by the appropriate supervisor. To request new positions, the supervisor will submit, during the budget development process, a new position request form (for the upcoming fiscal year) or multi-year position action request form (for future years) to the area vice president or president. It should be noted that the new position request form should only be used in extraordinary situations when an urgent need for a new position has arisen, otherwise all position requests should be planned through the multi-year staffing plan. If the requested position is approved, the office of human resources will be asked to verify the grade level of the new position, and ultimately the president’s team will grant final approval.
For existing vacant or filled positions, the supervisor may, at any point during the year, submit a request for reclassification of a position to the area vice president or president using the position action request form, along with a job description updated using the track changes feature. If approved for study, the office of human resources will determine the appropriate grade level. If a higher grade is deemed to be justified, the president’s team will be responsible for final approval. Requests to reclassify existing positions should be limited to situations where the position’s duties have changed dramatically as a result of a departmental reorganization or where new duties have been reassigned from a higher-level position or added due to a new initiative or mandate.
The forms noted above and the current job description for an existing position can be found on the portal.
Result of Classification
The classification of a job may or may not result in a promotion or compensation adjustments for the incumbent. Salary changes resulting from approved reclassifications may be effective upon final approval, at any point during the year. The area requesting the reclassification is responsible for funding the increase in pay. Methods to calculate salary changes resulting from reclassifications, promotions, transfers, voluntary demotions, or involuntary demotions can be found in procedure 63.04.11, Salary Administration and Schedules Procedure.Effective Date: 12/14/18
President's Office Use: VPAF