Request Classification Review of Position

Classification Review of an Existing, Classified Position

Human Resources classification reviews are done when the duties and level of responsibility for a position have changed significantly. Factors considered when classifying a position are;

• Nature or type of work performed
• Level of responsibility
• Impact of position on the unit, department, or campus
• Reporting relationships
• Scope of duties
• Complexity of work
• Supervision received
• Supervision exercised
• Knowledge and skills required to perform the duties

Factors that cannot be considered in classifying a position:

• Performance of the incumbent
• Longevity of the incumbent in position
• Qualifications of the incumbent that are not required by the position
• Personality
• Financial needs

How to Request a Classification Review of an Existing, Classified Position:

1. The supervisor of the position completes the Classification Request Cover Sheet.
2. The Classification Request Cover Sheet is reviewed and signed by the Department Head, then forwarded along with the new employee work profile, the old employee work profile, and the department organizational chart (indicating, if any, the new placement and reporting lines of the position) to Human Resources.
3. When Human Resources receive the above documentation, a desk audit, and in some instances a site audit, will be conducted. Allow 3 weeks for classification review.
4. The results of the audit will be communicated to the supervisor by email. For an audit in which a pay action is allowed under the Department of Human Resource Management policy, the supervisor will also receive the Payment Action Worksheet (doc) (PAW) addressing the 13 pay factors. These thirteen factors must be considered by managers for determining and justifying pay actions and include Agency Business Need; Duties and Responsibilities; Performance; Work Experience and Education; KSAs and Competencies; Training, Certification and Licensure; Internal Salary Alignment; Market Availability, Salary Reference Data; Total Compensation, Budget Implications; Long Term Impact; and Current Salary. NOTE: Not all factors will be relevant.
5. Upon review of the PAW, HR will send the Compensation/Status Change Form to the supervisor. The supervisor will print and obtain the necessary Longwood University approval signatures.