Managers Compensation/Classification Tools And Resources

Each classified and professional staff position at Boise State University has a job description specific to that position. A compensation and classification review is required for a new position, reclassify an existing position, or make changes to an existing job description.

Position Descriptions are used for the following critical personnel and position management functions:

• Establishing a new position
• Changing a position or a classification review
• Managing performance
• Making ADA accommodations
• Determining FLSA (Fair Labor Standards Act) status (overtime eligibility)
• Recruiting
• Goal Setting
• Developing employees

We encourage departments to update job descriptions as needed on an annual basis as part of the performance review process or whenever there are significant changes to roles and responsibilities.

The Compensation and Classification Form is available on The HRS Website

No, it depends on how significant the duties have changed. Often, a position’s duties change or additional duties are assigned to a position, but the changes are not significant enough to move the position to a different classification.

You can request a copy of a job description for your staff by contacting the HRS Compensation Department at compensation@boisestate.edu.

Boise State University uses a “Market Referenced” program called the Professional Staff Salary Administration Program (PSSAP) for professional staff compensation and classification. In a “Market Referenced” system, job content and role (i.e., body of work) of a position is compared with other jobs in the appropriate market externally. Pay for these jobs are compared to similar jobs in other universities, colleges, companies, locally and nationally depending on the job in which we compete for talent. When a match cannot be made to an external position in the market, we slot jobs to determine the internal grade for the position. In a market-referenced system, funding required to pay our professional staff employees competitively is determined and those funds are allocated across jobs in a manner that produces the best business results. Accordingly, the University is committed to administering a staff compensation program that is both fair and equitable while recognizing University constraints.

The state uses the Hay system to determine the relative value of each classification using a guide chart profile method and correlated factoring of benchmark job classifications. The Hay system measures such factors such as job know-how, problem solving, accountability, and additional compensable elements such as work environment. Hay points and market factors are converted to ranges associated with each pay grade on the state pay schedule.

Classification decisions are based on the predominant activities/functions/duties and major purpose of a position. Other factors include level of program knowledge, independence, decision making responsibilities, consequence of errors, and problem solving requirements.

Minimum Qualifications (MQs) are screening criteria required for every applicant applying for a position.- MQs are derived from the essential functions of the job and are defined as skills, knowledge, and abilities that:

• Cannot be learned in a brief orientation period
• Will not be taught on the job
• Distinguishes a superior worker from an average worker

MQ’s ensure an applicant’s knowledge, skills and abilities closely align with the essential job functions to maintain successful job performance. Job descriptions include a section on MQs for individual positions, and DHR class specifications indicate general MQs for each classification.

PCN stands for Position Control Number. Benefit eligible positions are each assigned a unique PCN number.

The DHR state class specification is a general summary document that is used to describe a state classified job. A class specification may represent hundreds of different positions in a variety of state agencies.

Areas not directly related to job duties do not impact the classification of a position. Examples of areas not considered in a classification decision include an increase in volume of work; adding more of the same level of duties; performance issues (either good or poor); the skill or background level of an employee; temporary duties assigned such as on a fill-in basis during vacations or medical absences; who or what department the employee reports to, and pay needs of the employee or a department’s budget restrictions or availability.

Promotion is a change in an appointment where an employee moves from one position to another position that is at a higher classification. This can be either in the same department or to another department. A promotion requires the department to conduct a recruitment effort and an employee to compete for the new job.

A reclassification is a change in a position’s duties that results in a new classification, but in the same position and department. In some instances, the department is not required to recruit and an employee is not required to compete for the position. These are reviewed on a case-by-case basis to maintain consistency with state merit principals and HR best practices.

Classified and professional staff positions are distinguished based on job duties and responsibilities. In general, most classified positions are non-exempt under federal FLSA (Fair Labor Standards Act) rules, which means they are eligible for overtime, and most professional staff positions are exempt (not eligible for overtime under FLSA rules).

A compensation and classification review is required to establish a new position, reclassify an existing position, or make changes to an existing job description.

DHR class specs are available on-line at: governmentjobs.com