Classification Review

The CSU Classification and Qualification standards contain descriptions of the general body of work and typical qualifications for each position classification. They focus on the general type and nature of work rather than specific tasks and duties and are meant to be generic enough to meet the needs of all CSU campuses.

Position descriptions are written by the individual campuses to meet specific campus operational needs. They describe the actual work performed in the job, including the essential job functions, minimum qualifications, etc. They describe the campus-specific duties that are performed and describe the structure and reporting relationships for the position on the campus. Position descriptions reflect the current duties assigned to the position and not future or past assignments.

The CSU Salary Schedule provides systemwide salary ranges for each position classification and skill level. They are intended to be broad enough to accommodate individual campus differences with regard to cost of living and prevailing wage rates.

A salary range is established for each classification or skill level. Salary ranges specify the minimum, maximum, and service salary maximum salaries which can be paid for a classification or skill level.

The CSU classification standards outline criteria that are used to distinguish positions from one another and to evaluate the classification level of each position. They typically address:

• The purpose of the position.
• The level and type of knowledge, skills, and abilities required to successfully perform the work of the position.
• The level of independence and decision–making required to perform the work.
• The level of accountability for one’s own work and that of others.
• The level and nature of creativity and ingenuity required by the work.
• The scope and effect of decision making and complexity of responsibilities.
• The level of supervision given and received.
• The nature, level and diversity of contacts involved in performing the work.

The duties described in these campus-specific position descriptions are analyzed against the CSU classification standards to determine the appropriate classification.

In determining the appropriate classification for a position, it is the position and not the employee, which is classified. Classification decisions are based on the duties performed and not on factors such as an employee’s length of service, volume of work, or quality of performance.

Classification review should occur when there are substantial changes in job duties and responsibilities. It is not intended to be used as a reward system for an individual employee. Other salary increase provisions are available to address pay issues and changes in duties and skills within the same classification. HR can assist managers in identifying the appropriate compensation strategy.

Position classification reviews can be submitted any time throughout the year. Classification reviews are conducted for the following reasons:

• New or vacant positions are reviewed for proper classification prior to recruitment.
• An administrator may submit a request for a classification review of a position any time they believe there has been a substantial change in the duties and responsibilities of the position.
• CSUEU, APC, and SETC employees may initiate a request for a review of their position per the collective bargaining agreements.
• The Chancellor’s Office may issue new Classification Standards and mandate a classification change to existing positions within a specified time frame.

Employee-initiated classification reviews are completed in less than 180 days after the request is received in HR. HR strives to complete position reviews as soon as possible. The time frame is impacted by the number of new and vacant positions which need to be classified, and the total volume of classification reviews received. Priority is given to classifying vacant positions so the recruitment process is not delayed.

However, regardless of the time it takes to complete the review, if a higher classification or skill level is granted, the employee receives the appropriate pay increase retroactive to no later than the first of the month following receipt of the classification review request and revised position description in HR.

Not always. Position reviews may result in a higher, lower, or equivalent classification level. A change in classification is typically driven by a substantial and permanent change in duties and responsibilities.

Funding for reclassifications comes from department funds.

Where authorized by their collective bargaining agreement, an employee may appeal a classification and/or skill level determination to the Director of Human Resources. The appeal must include the specific reasons for disagreement with the classification determination. Classification and skill level decisions are not subject to the grievance procedure.

There is no formal appeal process for a supervisor who disagrees with the classification decision. HR works closely with managers to ensure complete understanding of how the classification determination is reached before finalizing the decision.