JOB CLASSIFICATION PROCESS
The following steps describe the job classification process.
Step 1: A job classification review is to be initiated:
• for the creation of a new position,
• when job duties have changed, either increased or decreased substantively, or
• when a vacancy occurs in a position for which there is no up-to-date job description.
Step 2: The hiring manager or designee, completes the Position Analysis Booklet (PAB) and acquires
department head approval. The PAB does not require vice president-level approval prior to
classification review. Supervisors should not release any information regarding title or salary
changes to employee before this process is completed and the recommendation is approved.
Step 3: The Compensation Office analyzes the PAB and communicates the recommendation to the
hiring manager (originator). If the hiring manager has questions or concerns about the
recommendation, they are resolved before proceeding to the next step.
Step 4: The Compensation Office sends three (3) pieces of information to the hiring manager:
•A recommendation memo containing these elements: title, job code, class code, exemption
status, pay grade, and pay range
•A job description summarizing information contained in the PAB.
•Instructions for the following actions:
- obtaining management and vice president-level approval of the classification and
pay grade assignment; and
- submitting other paperwork required to affect the change in classification, or to
begin recruitment process.
Step 5: Hiring manager (originator) and department head are responsible for the following:
• Reviewing the department’s approved budget for position’s number and budgeted hours. A
position control number must be obtained for new positions - numbers are assigned by the
Budget Office.
• Presenting the classification recommendation memo, job description, and the Employment
Requisition Form (for new or vacant positions) or Personnel Action Form (for occupied
positions) to the appropriate vice president or designee for approval.
The signatures required for classification recommendation approval are the following:
HSC Academic and Research Schools and Departments:Mary Souris
University Medical Group - Medical School Clinical Departments: Michael Meyer
Colleges, Schools, and Departments:
Appropriate Vice President or Assistant Provost
• New or Vacant Position: Sending the completed Employment Requisition Form, with a
copy of the approved recommendation memo and job description, to the Employment Office
to begin the recruitment process.
OR
Occupied Position: Sending a Personnel Action Form along with a copy of the approved
recommendation memo, to HRIS located in Salus Center to change title, pay grade, etc. in
an employee’s record.
• Sending original copy of the approved recommendation memo to the Compensation Office
in Salus Center so that the file may be closed.
5/03
Address any questions to the Compensation Office, 977-2511.
POSITION ANALYSIS BOOKLET
The following 4-page Position Analysis Booklet (PAB) is set-up in
Portable Document Format (PDF), which allows the user to add information to the document without
changing the format settings.
•
Add information to the document, using the tab button to navigate the shaded areas. Although
using the “enter” key will not harm the document, it will extend the document.
Some areas may “word-wrap”, also causing the document to extend.
•
Save the document to your computer.
• Send the completed PAB electronically to the compensation office,
by attaching to an e-mail message: comp@slu.edu
Should you require more space on page 2 to describe the Job Summary and Job Duties, please type a
separate page with this information, and also attach it to the same e-mail message. The more
information furnished with the PAB, the greater the compensation staff is enabled to properly classify
the job.
The position recommendation information will be sent via e-mail message to the requester.
Saint Louis University
Human Resources
Position Analysis Booklet
Purpose:
The booklet is used to describe the specific job duties and minimum
requirements for this position. The information presented should
provide an accurate and complete representation of the level of support
this position will give to your department.
Instructions: Please take the time to review each question and consider the responses
carefully. Keep in mind the purpose is to describe and measure what is
required to perform the job. In answering the questions, try to think of
the job in relationship to other jobs in the department. The booklet is
divided into two (2) sections:
•
Section I asks you to complete general information about the job, and
•
Section II asks for the job’s basic purpose, the job duties and
responsibilities and important job requirements necessary to accomplish
tasks and activities.
If you should have questions concerning completion of the booklet, please contact
the Compensation Office at 977-2511 for assistance.
Rev. 05/03
SECTION I: General Information
Please enter information in boxes provided on the form. Use the tab key to navigate through the form.
Date:
Academic or
SLUCare:
Building or
Location:
Division:
Contact Person:
Dept. Name:
Title:
Dept. #:
Phone #:
Shift:
Day
Evening
1. Is this a NEW position?
Night
Rotating
NO
2. Is this position to be reclassified?
Status:
YES
NO
Incumbent’s name and official title:
3.
Full-Time
Part-Time
Regular
Temporary
If YES, skip question #2 and GO TO question #3.
YES
If YES, provide the following information.
If vacant, give previous incumbent’s name/position number:
Complete the following information using job titles to show where this job fits within your department
structure.
Proposed title:
Names and official University job titles of direct reports to this position:
Supervisor’s name and job title:
Peer names and job titles (list comparable positions reporting to this supervisor):
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SECTION II: Job Summary and Analysis
Part I: Job Summary
1. Purpose: Please summarize in two or three sentences the basic purpose of the job.
2. Job Duties and Responsibilities: Please describe the most important job duties (generally not more than 5)
and estimate the percentage of time spent on each duty. The total of all percentages must equal 100%.
% of Time
Job Duties (In order of importance)
1.
2.
3
4.
5.
100%
Part II: Job Analysis
1. Education - What is the minimum level of formal
education required for this position? Check one.
Less than high school
High school diploma or equivalent
Related coursework, or specialized training
beyond high school
Associate’s degree or equivalent
Bachelor’s degree
Master’s degree
Doctorate degree
2. Experience - What is the minimum level of
experience necessary to perform this job? Check one.
No previous experience
Up to 1 year
Up to 2 years
3 to 5 years
More than 5 years
What is the average time required to learn and
perform this job in an acceptable manner?
Does this position require licensure/certification?
NO
YES
If YES, what is the required licensure/certification?
(spell out any acronyms)
Up to 3 months
Up to 6 months
Up to 1 year
2
SECTION II: Job Summary and Analysis
Decision Making - What is the extent of judgment
used to carry out job duties? Check one.
3. Independence - What is the extent of supervision or
direction received and work assignments reviewed?
Check one.
Performs repetitive tasks that require detailed
instructions and no choice as to procedures.
Performs routine tasks with specific
procedures and may interpret instructions.
Compiles information, selects and applies
alternative procedures.
Analyzes a variety of information with limited
discretion in the application of methods.
Interprets and applies broad discretion and
may serve as technical authority in application
of methods.
Directs programs involving large and complex
issues within or outside the University.
Close supervision with detailed instructions and
work reviewed on an ongoing basis.
Immediate supervision with review at regular
intervals. Questions referred to supervisor.
General supervision where deadlines are established
and where work is reviewed by results obtained.
General direction where objectives are defined and
work is reviewed on the basis of meeting objectives.
Administrative direction where assignments are
based on broadly defined functional objectives and
directly accountable for results.
Strategic direction from a vice president with a
broadly defined mission and accountable for
planning and implementing objectives.
5. Authority - What is the extent of supervision this
position provides to others? Check one.
6. Impact - What is the level of effect this position has on
end results for an activity, program, or department?
Check one.
No supervisory responsibility.
Activities impact outcome of assigned tasks. Errors
are detected by immediate supervisor.
Activities impact end results of related assignments.
Errors detected in succeeding operations.
Activities impact unit or program within a
department. Errors may not be readily apparent.
Occasionally supervising part-time or student
workers.
Immediate supervision of a single function or
small group where duties involve instructing,
reviewing work and problem-solving.
Supervises a group of related functions
without line authority where duties involve
analyzing data and consulting with key
administrators.
Supervises a department or group of
diversified functions where duties involve
establishing procedures and performance
standards.
Directs one or more departments in meeting
objectives.
Administrative direction for a major section or
division of the University.
How many employees are directly supervised?
Activities impact the direction of a department.
Errors not readily apparent.
Activities impact the direction of more than one
department. Errors could result in significant costs.
Activities impact institutional policies and longrange plans in one or more major university areas.
Is the position responsible for developing, controlling and
implementing a department budget?
NO
YES - Amount $
7. Confidentiality - What is the level of access this
position has involving confidential data? Check
one.
Does this position have signature authority for purchase
approvals?
NO
YES
Little or none
Department-level. i.e student data, patient
information, salaries
Full and complete access to division-level reports
University-wide level access
If yes, what is the range of signature authority?
Check one.
None Up to $500
$501 - $1,000
$1,001 - $5,000
Does the position supervise highly technical areas?
NO
YES
Over $5,000
Does this position have signature authority for salary
increases?
NO
YES
Does the position supervise multiple or diversified
functions and/or departments?
NO
YES
3
SECTION II: Job Summary and Analysis
8. Contacts - What is the nature, frequency and level
of contact required of this position to carry out job
duties? Check one.
9. Visual Effort - What is the extent of visual effort and
concentration required to carry out job duties? Check
one.
Requires very little contact with others outside
own work area.
Average visual effort with infrequent exposure to
visually demanding work.
Requires some contact within or outside the
University to give or obtain information.
Above average visual effort with frequent exposure to
visually demanding work involving detailed work.
Requires frequent contact with students, patients,
faculty, staff, and general public. Advises others
of options, interprets procedures, and resolves
problems.
High level of visual effort with continuous exposure to
highly detailed work requiring substantial concentration.
Requires continuous contact with internal
University groups and outside community groups
to represent the University.
Requires a high level of contact with high level
administrators and government officials to
negotiate or persuade outcomes of considerable
consequence.
Requires a high level of contact within the
University community and with outside
organizations to address issues affecting the
strategic objectives of the University.
10. Physical Effort - What is the extent of physical effort
required to carry out job duties? Check one.
Average physical effort with some handling of light
weights such as supplies or materials on an infrequent
basis. (10-15 lbs.)
Occasionally an above average amount of physical
effort including constant standing, lifting, and carrying
light to moderately heavy materials or equipment. (1550 lbs.)
High level of physical effort such as pushing, pulling,
bending, lifting, and carrying heavy objects. (Over 50
lbs.)
11. Work Environment - What is the extent of
exposure to unpleasant work conditions required
to carry out job duties? Check one.
12. Hazards - What is the nature and frequency of hazards
encountered required to carry out job duties? Check
one.
Work performed in an environment with
correctable conditions such as lighting and room
temperature.
Normally, no exposure to job hazards; probability of
injury is remote.
Work performed in an environment requiring
occasional exposure to weather extremes, fumes,
odors, and noise.
Occasional exposure to job hazards resulting in some
injury, lost time, or threat to one’s personal health.
Work performed in an environment requiring
constant exposure to weather extremes, fumes,
odors, and loud noise.
Frequent exposure to job hazards resulting in injury,
lost time, total disability, or death.
Supervisors:
Upon completion, save document, attach to e-mail, and send to
comp@slu.edu.
Name and title of approving authority
Date
4