FREQUENTLY ASKED QUESTIONS

Job Classification System

What is a classification system?

A classification system groups jobs into categories or "job families" based on the type of work. The job family captures the essence of the work, rather than the specific duties of each position. Job family descriptors reflect the nature of work at several levels within each job family.

Why are we developing a classification system?

The classification system will support the University's goals for recruitment and retention, workforce planning, performance management, career development and a review of the compensation system. Because this system will be used throughout the University, it will provide a consistent alignment of positions across the system, a structure for identifying career ladders, and benchmarks for conducting external salary surveys. The system also will streamline the current, labor-intensive JEF process that diverts resources from our primary business objectives.

How will it work?

The job families will be evaluated to link the levels with salary grades. The current Hay evaluation system will be used for this evaluation. Individual positions will be assigned to the appropriate family and level based on the job family concept and level descriptions. All positions at the same level will be at the same salary grade throughout the University system. A streamlined Position Description (PD) Form will replace the JEF.

What is the value to me as an employee?

The Job Families will create identifiable career paths and easier access to information about different job categories and their requirements. The system also will provide a structure for future evaluation of compensation practices and will ensure consistent alignment of positions across the University.

How will job families be prioritized?

A number of factors will be considered including size of the group, nature of the work, recruitment and retention issues, and whether any preliminary work has been completed.

• Tentative List of Job Family Groups

How will the job families be updated/maintained?

Job Families will be reviewed and updated as needed to address the impact of new technology and/or changes in the nature or organization of the work.

Position Description Form/Job Family Process

What is a Position Description (PD) Form?

The PD Form is a streamlined approach to describing the work of an individual job. The information on the PD will be used to match a position to a job family and level. It also will be a useful tool to support career planning and performance management.

How do I create a Position Description (PD) Form?

To create a position description form you will need to use the University of Alaska's online position description/recruitment tool at UAKjobs.com/hr. If you have questions about this process please contact your MAU HR Office.

How do I get a new position classified?

Submit a PD Form through UAKjobs. Your MAU HR Office will review and classify the job in accordance with UA Regulations.

Are there any exceptions to the reclassification freeze?

Exceptions may be considered based on business necessity (e.g. a significant departmental reorganization). This requires approval by Statewide HR, with the recommendation of the MAU HR office. Questions may be directed to your MAU HR Office.

Implementation

When will implementation occur?

Groups will be implemented as they are completed.

Will implementation for future groups be retroactive?

No. It is standard HR practice to review and update job families periodically on a rotating basis. We are undertaking such a review.

When will we have information about individual placement in the new Job Families?

When a job family is finalized, Statewide HR will allocate current positions based on a review of PD's. Managers and campus HR offices will review these placements. Individual employees will be advised of their placement in the new family after the completion of this review.

How will I find out what my new Job Family is?

At the time of implementation you will receive a notice from Statewide Human Resources. The notice will specify the new Job Family, level, grade, step, exemption status and appeal process.

What is the appeal process and how will it work?

Please see the link above for more information about the appeal process.

When will the transition grid go into effect?

The transition grid becomes effective when a new Job Family Group is implemented. Other positions will continue on the regular grid until their job family is implemented.

If my salary is on the transition grid, when will I get my next increase?

Following implementation, your next increase will be on your regular step increase date.

Will the transition grid be permanent?

No. After the final group is implemented, one transition step will be dropped annually as employees advance within the grade.

Will new employees be hired at higher rates than current staff?

Current regulations allow advanced step placement for new hires; this practice will continue in the new system. Considerations for approving advanced placements in the existing and new structures include candidate qualifications and experience, recruitment and retention difficulties and internal alignment. As classes are moved to the classification system, the first step of the transition grid will become the first step of the salary grade for recruiting. Hires may start on this first step or at a higher step through the advanced placement process.

Will the new system pay staff less than students?

In the current staff salary schedule, student rates overlap the staff grid up to Grade 74, Step T3. Once the new student salary grid goes into effect (July 13, 2003), student rates will overlap the staff grid through Grade 75, Step T2. Student positions do not receive the benefits provided to regular staff.

How will the project be funded?

The MAU's and Campuses will pay the cost of implementation. There are no new funds available.