| Classification is job evaluation or position measurement. "Position measurement is the determination of the relative content of jobs, one to another, within an organization. Often referred to as job evaluation, position measurement is one critical step in the development of the organization's pay plan." (Norman D. Willis & Associates, Inc., Guide to Position Measurement, page 3.)
By law the State of Vermont Department of Human Resources is responsible for job evaluation: 3 V.S.A. § 310 -The department of personnel shall adopt a uniform and equitable plan of classification for each position within state service, now or hereafter created…For purposes of internal position alignment and assignment of positions to salary ranges, the plan shall be based upon a point factor comparison method of job evaluation. As used in this section, "point factor comparison method," means a system under which positions are assigned to salary ranges based on a scale of values against which job evaluations of individual positions are compared.
The Department of Human Resources uses the Guide to Position Measurement, a "point factor" position evaluation system developed by Norman Willis. By using this proven measurement system, the state assures accurate assessment of job content and consistent assignment of point values for all jobs.
The Classification Unit of the Department of Human Resources is responsible for job evaluation. While Classification Analysts are assigned specific departments and agencies, they work together on a variety of job reviews and support Agency or Department Classification Committees. These Committees consist of managers, supervisors, and personnel officers from the department or agency and are responsible for conducting classification reviews of jobs specific to that department or agency. Committees are currently operating in the Agency of Transportation, the Department of Motor Vehicles, the Agency of Natural Resources, the Department of Environmental Conservation, and the Department of Buildings and General Services.
Classification review results in proper assignment of jobs to title and pay grade. A job is a group of like positions, also referred to a job class, or simply a class. Each job class is assigned to one of 16 occupational groups; an EEOC-4 job category; a FLSA status; a management level and an overtime category. In addition, a job class may be part of a job series or a career ladder. A job series is a series of jobs with increasing levels of expertise and responsibility (for example: Civil Engineer I, Civil Engineer II, Civil Engineer III). A career ladder is also a job series, however the management of a department or agency plays actively participates with employees to develop career plans and identifying potential career opportunities.
Classification review also encompasses the creation and maintenance of job specifications. Job specifications are general descriptions of each job class.
How often should positions and job classes be reviewed?
Although there are no formal or legal requirements or professional standards, the following are some general guidelines.
Supervisors and position incumbents should examine and discuss the major job duties outlined in the most recent PER10, and the current job specification:
- At least annually;
- During the Performance Evaluation process;
- Whenever there is a change in immediate supervisor;
- Whenever the position is filled by a new incumbent; or
- Anytime there is a major change in duties, responsibilities or necessary knowledge, skills, and abilities.
Job classes should be re-analyzed through formal study at least every 5-10 years; or whenever there is a major change in the job duties, responsibilities, or necessary knowledge, skills, and abilities.
Any major change in duties, responsibilities, or necessary knowledge, skills and abilities (whether for a position or a job class) should lead to a formal classification review.
DEFINITIONS
Allocation: The initial placement of a new position into an existing or new job class.
Reallocation: A change of an existing position from one job class class to another existing or new job class.
Assignment: The initial placement of a job class into a pay grade.
Reassignment: The change of a job class from one pay grade to another.
Class or Job Class: A group of like positions assigned to the same title and pay grade.
Class Specification: A document that provides a general description of each class or job class. The class spec, or job spec as it is sometimes referred, includes the class title; a definition of the role; examples of the work typically performed; knowledges, skills, and abilities required (both for entry and at full performance); environmental factors associated with the assigned duties; and the minimum qualifications for application.
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