Office of Human Resource Services

Classification and Compensation classifies positions in the TEAMS (Technical, Executive, Administrative, and Managerial Support) pay plan. The first step is to secure funding for the position from the appropriate budget authority for your unit. You will then “Add/Update Position Information” and "Add a New Value" in PeopleSoft’s Position Management feature. (See the “Add Position” instruction guide). A position number will be automatically assigned when you "Save" the action. Be sure to record the position number. An updated organizational chart must also be submitted either by fax or e-mail.

Class Specifications

Exempt (biweekly)
These classifications are exempt from the Fair Labor Standards Act. Examples include administrative titles (including coordinator, assistant director, managers, supervisors, and professions such as physician assistant, psychologist, and pharmacist).

Non-exempt (hourly)
These classifications are not exempt from the Fair Labor Standards Act. Examples include most staff positions (including skilled trades, technical, fiscal, service, office, and clerical titles).

How to write position descriptions

Position descriptions are helpful to job applicants, employees, supervisors, and to Human Resource staffers at every stage in the employment relationship. For more information, please visit this web page.

Guidelines on writing position descriptions for Information Technology positions only

IT positions are, in part, evaluated and classified base upon factors unique to IT positions. Therefore, the “INFO TECHNOLOGY POSITIONS ONLY” section of the position description must be completed. These dimensions are defined as follows:

Creativity, Strategy and Leadership:

Creativity: Describe the type and extent of original works, new systems and applications not existing previously that the employee will be required to develop.
Strategy: Describe the type and extent of the development and/or implementation of strategic recommendations that will be expected of the employee.
Leadership: Describe the type and extent of decision-making and/or unit or work team leadership that will be expected of the employee.
Budget Responsibility: Describe the type and extent of contribution to budget development and management that will be expected of the employee.
Communication: Describe the type and extent of communication (verbal and written) both internal and external that will be expected of the employee.

It is important to note that these classifications have no pay range maximums. Actual salary decisions are the responsibility of the administrative offices of the hiring authority. Salaries can and should be based upon competitive market factors, as well as internal equity within the work unit. While the minimums do not necessarily reflect appropriate hiring rates for these jobs, no employee can be paid below these minimums.

Position classification questions may be directed to Classification & Compensation at 392-2477. Recruitment and vacancy posting questions may be directed to Recruitment and Staffing at 392-2477.

Completing the position description form

This web page will walk you through completeing the form. Download the position description form.

Guidelines for Essential vs. Marginal Functions

This page will help you decipher whether a job's functions are essential or not designated essential.

Salary Ranges (Pay Grades)

This page under the compensation category outlines salary ranges for positions.

Definitions of Terms

These terms used in class specifications and are defined here to ensure consistent understanding of the terms so that positions can be properly allocated.