Classification is the grouping of jobs into a single position categorization involving substantially the same kinds of work, equivalent levels of difficulty and responsibility and requiring comparable experience and training.
Reclassification is the review or audit of a position which indicates a significant change in job duties and level of responsibility that may result in a change in the job title and pay range (up or down).
Generic Position Classification Specifications
To submit a description of a new position or an existing position for HR review for appropriate job title, complete the on-line Position Description (PD), via PACES* at the USNH jobs website. An existing position may be reviewed when the duties change substantially, either through the addition of new or revised responsibilities or reorganization, to keep job responsibilities current and/or to have determined whether a new job classification is warranted..
* PACES is the acronym for “Position Application Classification & Evaluation System”
See “User Guide to PACES”
OTHER REQUIRED DOCUMENTS to be submitted via PACES (add under Additional Documents tab) are:
- Organizational chart (with “official” University job titles)
- Cover letter to summarize and provide context relative to the nature and scope of the new/changed job responsibilities (Cover letter is not required if the information is covered in the “Summary of Position” under Position Details tab
- Biomechanical Job Analysis form (on Forms page) for a new position, and if not previously submitted to HR for an existing position
- IT Addendum (on Forms page) for PAT Information Technology positions
- AMS PAT Supplement if supervision constitutes 25% or more of the job
- Other pertinent documents as appropriate, such as additional supporting information, written departmental approval, etc.
REQUIRED APPROVALS - Prior to the department submitting PD documents to HR, please check with your unit’s BSC director on which of the following approvals are required:
- Principal Administrator
Due Dates for submitting COMPLETED PAT Position Description (PD) documents to Human Resources are listed below. These ARE NOT the dates the UNH Classification Review Committee meets. They are the dates PD’s are due to campus HR in preparation for review by the UNH Classification Review Committee.
Friday, February 5, 2016
Friday, February 19, 2016
Friday, March 4, 2016
Friday, March 18, 2016
Friday, April 1, 2016
Friday, April 15, 2016
Friday, May 6, 2016
Friday, May 20, 2016
Friday, June 3, 2016
Friday, June 17, 2016
There are NO deadlines for submitting Operating Staff PD’s. PD’s for Operating Staff positions are reviewed within campus HR and do not require review by the UNH Classification Review Committee.
The results of the classification review will be communicated to the supervisor by Human Resources. The effective date of a proposed reclassification will be the Monday following the date when the position was first officially reviewed by the Committee. It is the supervisor's responsibility to notify the affected employee of the classification determination within a reasonable time. If the supervisor is away from the campus for an extended period, he/she should delegate this responsibility to another supervisory staff member or request that the employee be notified directly. Under normal circumstances, the employee should not bypass his/her supervisor by contacting Human Resources directly to obtain information concerning the classification determination of his/her position.
Classification determinations by the Committee may be appealed by the supervisor either in writing or, in rare cases, through a personal appearance at one of the Classification Committee meetings. During an appeal, additional compelling information should be provided that was not included in previously submitted material relevant to the position.
A generic classification is one that may be compared to like classifications at other institutions or businesses and for which salary data is available. For an exempt (PAT) position the job function is primarily professional or technical and the amount of mechanical expertise and professional credentials are significant factors in determining the relative worth of the job in relation to others.
For example, a senior level accountant position would ordinarily require more expertise than an entry-level position in the same classification group. Salary ranges are assigned after review of survey data obtained by the USNH Human Resource Office. The types of data selected are determined by the recruiting area for the classification under review and may be local, regional or national. Sources for this data are other educational institutions, professional organizations, consulting firms, public employers and private industry.
Many generic positions also have a mechanism for professional advancement in that they are part of a classification series (e.g., Accountant I, II, III, and Research Scientist I, II, III).
If the position is generic and can be matched with an existing classification specification (class spec), it is so recommended. If not, a new classification title and class spec are prepared for University System approval and salary range assignment. Under normal circumstances the complete review cycle for a new classification should take no longer than two or three weeks, after the completed PD has reached Human Resources.
There are a few PAT positions that can be categorized as either Generic or AMS. When this happens, both methods of classification could be used as a checking mechanism for appropriate determination.
All requests for classification of new Operating Staff positions or reclassification of existing positions are reviewed by UNH Human Resources, usually within two weeks of receiving the PD. Human Resources determines the most appropriate classification for each position submitted for review. Review of Operating Staff position descriptions occurs at campus HR. (For PAT positions review occurs at campus HR and then the USNH Classification Committee).
All requests for classification of new positions or reclassifications of existing positions are reviewed by Human Resources and then the USNH Classification Committee, which usually meets twice each month. The Committee, which consists of Human Resource representatives from all USNH campuses and the Chancellor's Offices, determines the most appropriate classification for each position submitted for review.
Much of the overall responsibility of an AMS position is to supervise, in addition to a high degree of professional and technical ability. Important criteria for AMS position include the number of employees supervised, diversity and scope of job responsibilities, and size of overall operations.
Salary ranges for these positions are identified by the use of the AMS evaluation plan, a rating system in which a number of points are assigned to specific degrees of responsibility for each job factor within five main evaluation areas:
- Performance of Other People
- Equipment, Assets, Money, Records and Reports
- Tangible Results, Projects or Programs
- Education and Experience
If the position under review has 25% or more of the staff member's time concerned with supervision, an AMS supplement should be completed along with the PD. The information provided in the supplement assists the Classification Committee in making the necessary judgments on the points assigned to the position. If the Committee determines the position to be AMS, a Point/Factor Evaluation Plan, unique to the University System, is utilized to aid the Committee in classifying it. After each member scores the position, the points accrued are totaled and averaged, and an assignment is made to the AMS "Band" with the point spread in which the average score falls.
The Band refers to the concept that an AMS position is assigned to one of a series of two or three salary ranges. This provides a measure of flexibility on the part of the campus to assign AMS position ranges, which are in keeping with the internal organizational structure of the campus. The Band approach can be used to assign two positions on the same level of the hierarchy, but unequal in terms of responsibility and dollar worth, to different ranges within the same Band. This system can also be used for positions that require long periods for the incumbent to master and those that could conceivably expand into long-term career positions. In such cases, the bottom range in the Band may be assigned with the possibility of progression to the next ranges in the Band over the course of long-term employment without the need for reclassification review.