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D. The Position Classification System

1. Overview
The university strives to offer a competitive and internally equitable total compensation package. Salary ranges are market-based. The university periodically reviews the system and adjusts the salary ranges as
the market demands and the university budget allows. The compensation for individual positions is determined in accordance with this classification system. Each administrative and hourly staff position is classified into a grade level between 10 and 20 that correspond to a salary range.

2. Classifications and the Classification Team
The associate vice president for human resources consults with the Classification Team, whom the president appoints, to evaluate and classify positions based on the following eight factors:

1. Formal education           5. Authority to act
2. Work experience           6. Impact of actions
3. Technical knowledge      7. Communication with others
4. Complexity                   8. Supervision of others

Using the Position Information Questionnaire (“PIQ”), the Classification Team carefully assesses each of these factors by comparing each factor with the responsibilities of positions university-wide. External benchmarks may also be considered.

Temporarily assumed responsibilities or those responsibilities that previous incumbents may have performed are not considered. If changes in a position significantly alter its duties and requirements, a request for reclassification should be made to the associate vice president for human resources in accordance with the below reclassification procedures for existing positions.

Although separating the person holding a position from the position itself is often difficult, the Classification Team is charged with the duty of separating individual personal accomplishments and performance from the position description. The team will not consider personal qualities when it classifies a position.

The position classification system does not evaluate the contributions and/or performance levels of the individuals working in the various positions.

3. Classification Procedures for New Positions
Because the specific responsibilities and duties of a new position are usually not completely defined until the position has been in place for at least a year, after a new position is created, generally 12 months must pass before a position information questionnaire (PIQ) is completed.

4. Reclassification Procedures for Existing Positions
The responsibilities assigned to certain positions may increase or decrease throughout time. If the overall responsibilities of a position change substantially, the staff member and/or his or her supervisorare to submit a request for reclassification to the associate vice president for human resources, along with a revised PIQ and a memorandum, summarizing the changes in duties and the reasons for those changes.

The classification of the revised position will occur as with initial classification. If the position is reclassified to a higher grade level, the incumbent will receive a promotional salary increase. If a position is reclassified to a lower grade level, the incumbent's salary will be subject to review; and if the incumbent’s salary exceeds the new salary range maximum, he or she will not receive salary increases until his or her actual salary falls within the assigned range.