POSITION CLASSIFICATION REVIEW
Professional/General Staff
Round 1, 2016
Applicant position number
Instructions
Applications for review of job classification are open to professional/general staff members (Levels 1-9) who
have worked for the last 12 or more months in a continuing or fixed term position at Charles Sturt University
(CSU).
The purpose of an application for reclassification is to enable the Job Classification Advisory Committee
(JCAC) to understand how the requirements and responsibilities of your position have changed
significantly since the last formal review and to assess its work value within the context of the
organisational structure.
NOTE: The process is not concerned with assessing positions in relation to organisational change proposals.
It is recommended that you contact a reclassification facilitator for feedback on your draft application
before you submit it with the updated position description to the Executive Dean/Executive Director (or
equivalent) for approval. A list of facilitators is available from http://www.csu.edu.au/division/hr/salary-andconditions/job-classification-review.
NOTE: While assistance from a facilitator may improve the quality of your application and updated position
description, it does not guarantee reclassification to a higher level.
Name of facilitator consulted (if applicable)
Checklist
I discussed with my supervisor with my supervisor and the Executive Dean/Executive Director (or
equivalent) my intention to lodge an application for reclassification.
I asked my supervisor for assistance with and/or feedback on my draft application, and completed
it in accordance with the instructions.
I contacted a reclassification facilitator for feedback on my draft application and updated position
description.
I submitted the final version of my application and updated position description to the Executive
Dean/Executive Director (or equivalent) by 29 February 2016 for approval or to otherwise provide
a written statement of reasons for non-support. (Adequate time must be given to allow proper
consideration of the application.)
I emailed my signed application to nmarr@csu.edu.au by the close of business on 15 March
2016.
It included:




the current organisational chart;
an updated position description (PD) in Word format;
the position description that was most recently evaluated by the Division of Human
Resources (HR) or the JCAC; and
if applicable, a written statement of non-support by the Executive Dean/Executive Director (or
equivalent).
NOTE: Late or incomplete applications cannot be considered and, if necessary, will be held over
until the following round.
Position number:
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Position Overview
1.
Details of position to be reviewed
Details applying to the current position are recorded on the most recent, approved position description. If you
do not have this document, please contact the HR Service Centre at hr@csu.edu.au.
If this is an application for an individual position or a group application for identical positions, record the
details relating to each job holder in the table below.
Position number
Current position title
Proposed position title
Current level
Proposed level (no more than one level higher)
Division, Office, Centre or Faculty
Section or School
Campus
Date of establishment or date of last review
Job holder’s name
2.
Information about the School / Section
This information can be obtained from the Faculty/School Office Manager or the Administrative Officer in
your Section.
Number of professional/general staff members (FTE – full-time equivalent) in the School
or Section
Number of academic staff members (FTE) in the School
Number of students (EFTSL – equivalent full-time student load) in the School
Annual budget for the School or Section
3.
Current organisational structure for School or Section
Please attach the current organisational chart for your School or Section, which has been approved by the
Executive Dean, Executive Director or equivalent. This chart can be obtained from the Faculty/School Office
Manager or the Administrative Officer in your Section.
The organisational chart should show the following details:

the reporting line from the lowest level up to the Executive Dean, Executive Director or equivalent

the following details for all professional/general staff positions in the School or Section:
o
o
o
o
o
o

current position title (NOTE: Do not include the job holder’s name);
position number;
current classification level;
continuing/fixed term;
employment fraction (if part-time); and
campus location (if the School or Section is located on multiple campuses); and
highlighting of the incumbent’s position.
NOTE: This organisational chart is more detailed than the one required in the updated position description.
Position number:
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Current Organisational Chart for <Insert name of School/Section>
Approved <insert date>
<Executive Dean / Executive Director /
equivalent>
<position title>
<position number>
<level>
<continuing/fixed term>
<part-time fraction>
<campus>
<position title>
<current position title>
<position title>
<position title>
<position number>
<position number>
<position number>
<position number>
<level>
<current level>
<level>
<level>
<continuing/fixed term>
<continuing/fixed term>
<continuing/fixed term>
<continuing/fixed term>
<part-time fraction>
<part-time fraction>
<part-time fraction>
<part-time fraction>
<campus>
<campus>
<campus>
<campus>
Position number:
<position title>
<position title>
<position number>
<position number>
<level>
<level>
<continuing/fixed term>
<continuing/fixed term>
<part-time fraction>
<part-time fraction>
<campus>
<campus>
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Position Description
4.
Updated Position Description
Please complete and attach a Word version of your updated position description (PD), which has been
approved by your supervisor and the Executive Dean, Executive Director or equivalent.
A blank Position Description Template is available from the following link, under Information and
Resources: http://www.csu.edu.au/division/hr/recruit-and-appoint/continuing-fixed-term
NOTE: The organisational chart in the updated PD should be easy for Human Resources to amend with the
approved position title and classification level (e.g. not an imported image or Visio chart).
5.
Previous Position Description
Please attach a copy of the position description that was most recently evaluated by the Division of Human
Resources or the Job Classification Advisory Committee (JCAC). NOTE: This may be an earlier version than
the current, approved position description that was updated through the Performance Management and
Development process.
If there has never been a formal review of this position, please attach a copy of the original position
description that was attached to your contract of employment.
If you do not have a copy of this document, please contact the HR Service Centre at hr@csu.edu.au.
Position Information – Position Classification Descriptors
Instructions
Please outline how the requirements of this position have significantly changed since the last review, in
relation to the various dimensions of the Professional/General Staff Position Descriptors.

Only select the options that apply.
Double click on each applicable check box (one or more), and select “Checked”, “Check box enabled”
and “OK”.

Only provide examples for the options that have been selected.
Under each selected box, outline what has changed since the last review. The changes should involve
typical and recurring activities, i.e. not be of a one-off nature.
Provide specific and concise examples to demonstrate each change – dot points are acceptable.
NOTE: Job evaluation is concerned with the position, not the person.
o
o

Do not include information about the incumbent’s performance, efforts, abilities or workload.
Use “the job holder” or “the position requires” instead of “I”.
If there has been no change in relation to a question or if the question does not apply to you, write
“N/A”.
Position number:
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6.
Tasks
What duties or tasks have changed significantly since the last review?
Duties or tasks that have become more complex, diverse or specialised
New duties or tasks that have been added
7.
Know how
How have the job knowledge and skill requirements changed since the last review?
Knowledge and skill requirements that have become more complex, diverse, specialised or significant
New knowledge and skill requirements that have been added
8.
Judgement and problem solving
How have the requirements for judgement and problem solving changed since the last review?
Access to assistance
Solving problems with reference to existing procedures, work methods, rules or precedents
Solving problems that require research, analysis and/or interpretation of relevant policies, manuals,
texts, user requirements, etc
Solving problems that require the job holder to make changes to procedures or work systems
Solving problems that require the job holder to recommend changes to policies
Solving problems that require innovation in design
9.
Supervision and independence
(a) How has the amount of independence or supervision required for this position changed since the
last review?
The nature and frequency of supervision received from the job holder’s supervisor
The more complex matters on which the job holder would proceed without any discussion with his/her
supervisor
The type of matters on which the job holder would confer with his/her supervisor before proceeding
Position number:
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The type of matters which the job holder would refer to his/her supervisor for approval or decision
(b) How have the supervisory or line management responsibilities of the position changed since the
last review?
The nature and frequency of supervision given by the job holder to subordinate positions
The type of matters on which the subordinate positions would confer with the job holder before
proceeding
The type of matters which the subordinate positions would refer to the job holder for approval or
decision
10.
Organisation relationships and impact
(a) How have the position’s relationships with other people, committees and/or work areas, both
inside and outside the University, changed since the last review?
Change in relationships – nature and frequency of contact
New relationships – nature and frequency of contact
(b) How has the impact of this position changed in relation to other people, committees and/or work
areas since the last review?
The nature, method and/or level of advice, assistance or recommendations provided to others
The nature, method and/or level of input to policy or systems development
11.
Additional information (if applicable)
Please outline your responsibilities in relation to the following functions if they apply and are not
covered elsewhere in this form.
Staff management
Budget management
Planning and co-ordination
Other functions
Position number:
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Authorisations
Job holder’s authorisation:
The material prepared for the review of this position has been discussed with me. I understand that the
updated position description, as approved by the Job Classification Advisory Committee, will become the
new position description, regardless of the outcome of this request for reclassification of the position.
Name:
(Insert name)
Signature:
Date:
(insert date)
NOTE: If this is a group application for identical positions, then each job holder should complete this section.
Supervisor’s authorisation:
The position has changed, as outlined in this application, and the current requirements of the position are as
described in the updated position description and supporting documentation (if applicable).
Name:
(Insert name)
Signature:
Date:
(insert date)
Executive Dean’s / Executive Director’s (or equivalent executive’s) approval:
I have reviewed the material prepared and approve submission for the review of this position.
Name:
(Insert name)
Position number:
Signature:
Date:
(insert date)
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