Classification Plan Services

The classification plan services provided by the Human Resources Support Center's Classification & Compensation unit include:

• Classification Allocations
   
  

  1. Process Position Descriptions to determine the appropriate classification to be assigned to a given position within a given state agency and county department of job and family services that is not covered by a centralized county personnel department. For state positions, the classification assigned will trigger the appropriate level of compensation.
  
   
  
  2. Process Position Description Change forms to initiate a change in Position Control Number, the immediate supervisor or headquarters county
  .
   
  
  3. Enter/delete position control data into a computer system
  .
  
  

   
  
• Conducting Compliance Reviews of State Agencies That Have Decentralized the Processing of Position Descriptions and Position Description Change Forms
   
  

  1. Conduct onsite review for agencies processing Position Descriptions and Position Description Change Forms to ensure compliance with applicable civil services laws and rules and collective bargaining contracts
  
   
  
  2. Prepare and issue reports of findings and recommendations
  
   
  
  3. Review agencies' corrective action plans
  
   
  
  4. Have authority to revoke a state agency's PD decentralization process
     
     

Represent the Director in reclassification appeals stemming from PD Decentralization Compliance Reviews, before the State Personnel Board of Review, with authority to enter into settlement agreements, file objections, motions for reconsideration and motions for continuance, present opening and closing statements, and cross and recross examine witnesses during testimony.


 

• Conducting Position Audits For Eligible State and County Department of Job and Family Services Employees Who Believe Their Position Is Improperly Classified
   
  

  1. Employee initiated requests are done through a paper process whereby the employee, immediate supervisor and management designee of the employing agency all provide input describing the duties of the affected employee
  .
   
  
  2. Conduct onsite interviews of the affected employee, their immediate supervisor and management designee for management initiated position audit
  .
   
  
  3. On the basis on the information provided, analyze and determine the appropriate classification. An employee's position may be found to be properly classified or misclassified. If the latter results, the employee can be assigned to a classification having a lower pay range, with their pay being frozen, assigned to another classification having the same pay range, or assigned to a classification having a higher pay range. An employee or affected state agency may appeal the decision to the State Personnel Board of Review which is a separate agency.
  
   
  
  4. Represent the Director of DAS in reclassification appeals, stemming from job audits, before the State Personnel Board of Review, with authority to enter into settlement agreements, and file objections, motions for reconsideration and motions for continuance, present opening and closing statements, and cross and re-cross examine witnesses during testimony
  .
   
  
  5. Respond to inquires related to the process and specific position audits.

Follow this link to learn more about the position audit process.