HR Policies: 6.7.2
Position Classification Process
Subject: Administering Wages and Salaries
Number: 6.7.2
Issued: 3/1/82
Revised: 6/30/98
Job Evaluation
The university's job evaluation program establishes and maintains
the overall staff job structure in an equitable and flexible manner.
A job represents a group of positions requiring similar skill, effort,
responsibility, and working conditions. The job evaluation program
provides a consistent and equitable method of determining the relative
relationship of all Cornell's regular staff jobs.
The process of job evaluation focuses on the general, shared characteristics of the job itself and not on any individual(s) occupying positions classified in the job. An overview of the shared characteristics of each job is contained in its job summary (See: Job Title Summaries ).
The staff jobs which exist at Cornell University are determined based upon an inventory of position content. Jobs are organized into job families, which denote and contain jobs sharing similar skill requirements, functions, and organizational roles.
The jobs comprising the job structure are evaluated via the job evaluation plans, which contain factors addressing skill, effort, responsibilities, and working conditions. The jobs are separated into bands which indicate the relationship of a job or a group of jobs in relation to another job or another group of jobs.
Job Families
The ongoing process of job evaluation yields the overall job family
matrix, which displays the relationship of the job families, job
titles, progressions and bands for all staff jobs. The job family
matrix, when viewed along with the job summaries provide the Cornell
staff with an interpretive tool to understand the career opportunities
that are available in Cornell's staff workplace.
The job family matrix and summaries will also indicate strategies for skills training and career enhancement. By enabling an employee to understand where his/her current position resides within the job structure, he/she may plan more effectively for subsequent skills enhancements and career development as other positions and/or opportunities become available.
Changes to the Job Structure
Should a dean/vice-president, in consultation with the local hr representative
or designee or designee, determine that a position or group of
highly similar positions lack an equitable job title within the existing
job structure, such position(s) shall be reviewed as the foundation for
the creation of a new job title in the overall job structure. The local
hr representative or designee submits a recommendation and supporting
documentation for the proposed job family, job title, and factor evaluation
to the Compensation Services in the Office of Human Resources . Should
a job or a group of jobs no longer be viable within the job structure,
Compensation Services will determine an appropriate course of action to
amend the job structure.
Position Evaluation
Each staff position is reviewed for assignment to an appropriate
university job title within the overall job structure.
Newly Created Positions and Refilling Positions Requiring a
Change in University Job Title
When a position is created or needs to be reviewed due to reorganization
or significant changes, the local hr representative or designee reviews
a Position Creation/Change Form(PCCF) or a Position Analysis Worksheet
(PAW), which is prepared by the supervisor. (Refer to Position
Creation/Change Tools on the HR
Tools web site for the forms.) The PCCF/PAW provides information on
position content, including duties, responsibilities, essential functions,
and other relevant information corresponding to the evaluation plan factors.
The local hr representative or designee reviews the position and develops
a recommended university job title. The local hr representative or designee
will make a decision in accordance with the Staff Compensation Program
guidelines, and submit the materials for processing.
Refilling Positions at Current University Job Title
When a request is submitted to refill a position at its existing
university job title, the local hr representative or designee reviews
its position description to ensure the position's equitable assignment
to its university job title.
Position Descriptions and Working Titles
When a position is created, it shall be documented with a written
position description and working title. The position description
shall contain the unique set of duties, responsibilities, essential
functions, required qualifications and reporting relationships which
establish the position. The required qualifications noted for each
position description shall be in concert with those stated for its
university job title. This position description shall be reviewed
annually by the supervisor, preferably in conjunction with the annual
performance review.
Employment Advertising and Posting
When recruiting to fill an authorized position, the position description,
working title, university job title, family, and band shall be posted
in The Chronicle. (Refer to Policy
6.6.1, Filling Vacancies and Policy
6.6.2, Waiver of Search). Recruitment advertising in external publications
will use the working title along with the position description. The stated
required qualifications and experience for the advertised/posted position
shall be in concert with those stated for its university job title.
Contact the local hr representative or designee or Compensation Services for more information