Administration & Finance
Jeannette Peralta / Executive Director of Organizational Development for Human Resources / (415) 338-7187 / firstname.lastname@example.org
Monday, September 1, 1997
Thursday, September 1, 2005
To ensure that the skill level required and the responsibilities assigned to employees are accurately reflected in position descriptions and that positions are appropriately classified.
The classification program is designed to ensure that the skill level required and the responsibilities assigned to employees are accurately reflected in position descriptions and that positions are appropriately classified in accordance with the Classification and Qualification Standards issued by the Trustees of The California State University (CSU) as implemented at San Francisco State University.
A classification and/or skill level review may be initiated by the employee, Dean/Director or by the Human Resources Department as part of a system wide or campus review.
Classification and/or skill level reviews are normally conducted in response to a change in skill level requirements or position responsibilities, a reorganization/structural change or the establishment of a new position. The supervisor is responsible for preparing position descriptions and ensuring that each employee has a position description which reflects the responsibilities assigned and skills required. Determination of the appropriate classification is based on the skills required to perform the job and nature of work assigned. Factors such as independence, autonomy, innovation, creativity, decision making, judgment, complexity, and routinization, supervision given and received may also be considered.
The effective date of a reclassification and/or skill level shall normally be the first of the month following Cabinet Officer's approval of the classification and/or skill level recommendation made by the Human Resources Department.
The salary of an employee moving to a classification or skill level with a higher salary range shall normally be 5% or the minimum of the new salary range, whichever is greater.
Funding for reclassifications and/or higher skill levels shall be borne by the department in which the position resides.
The Classification Program shall apply to all employees in temporary, probationary and permanent non-faculty positions including confidential and administrator positions covered by the Management Personnel Plan.
Employees not covered by these guidelines include Instructional Faculty, Auxiliary employees, Teaching Associates, Graduate Assistants, Special Consultants, Casual Workers, Student Assistant/Work Study and Volunteer employees.
Where the provisions of this policy and procedure are in conflict with the Collective Bargaining Agreements, the Collective Bargaining Agreement(s) shall take precedence.
The review process may include one or more of the following:
- Analysis of materials associated with the position including the position description statement of changes in responsibilities and skill levels.
- Interviews with incumbent(s), supervisor(s), and/or managers individually or in groups.
- Comparison with other positions on/off campus for similarities and differences in skill level, difficulty, responsibility and qualification requirements.
The Human Resources Department shall formulate a classification recommendation, review the recommendation with the Cabinet Level Officer and obtain approval, communicate in writing the classification determination, including the reasons for the decision, within 180 calendar days after initiation of the request.
Classification Program Procedures:
Classification Review Authorization