Section 8-B1202. ADMINISTRATION OF THE CLASSIFICATION SYSTEM

 

1202.1The President shall be responsible for the direction and control of the classification system in accordance with the provisions of this chapter.

 

1202.2Each vice president and the director or head of each of the major organizational units shall be accountable for ensuring that the Office of Personnel Management and Development is provided, on a continuing basis, with current job content data for positions within their respective areas.

 

1202.3Each vice president and the director or head of each of the major organizational units shall be responsible for the following:

 

(a)Communication of the system to all subordinate employees in order to ensure complete understanding of its policy, purposes, objectives, and application to each individual;

 

(b)Ensuring that the Office of Personnel Management and Development is informed of any changes in existing jobs and organizational structures;

 

(c)Ensuring that, prior to filling a new position, preparation and review of job content documentation is coordinated with the Office of Personnel Management and Development; and

 

(d)Ensuring that existing job content documentation is revised as needed to reflect significant and stable changes in positions, and that all documentation is provided to the Office of Personnel Management and Development.

 

1202.4Other minagers and supervisors below the director level shall be accountable for participating as requested in the development of job content documentation and the maintenance of current documentation on a continuing basis. These individuals shall also be required to communicate directly with employees under their supervision on salary administration matters.

 

1202.5The Director of Personnel shall be accountable for the functional implementation and direction of the system, and shall specifically be accountable for the following:

 

(a)The proper and consistent application and integrity of the system on a continuing basis;

 

(b)Maintenance of current job content documentation for all existing positions covered by the system in accordance with the provisions of this chapter;

 

(c)Equitable job measurement and classification judgments for positions at or above the director level through a study of position accountabilities in conjunction with the University's top-level administrators;

 

(d)Timely review and updating of all position evaluations and classifications as required to ensure proper maintenance and continuation of the program;

 

(e)Coordinating the work of the evaluation committees as required, and providing direction to those committees;

 

(f)Review and approval to ensure consistency of all measurement judgments for those positions studied by the committees;

 

(g)Maintenance and safeguarding of all evaluation and salary records as required;

 

(h)Provision of consultation on salary administration issues to top administrators, managers, supervisors, and others as appropriate;

 

(i)Maintenance of current information concerning applicable salary movements taking place in the external market; and

 

(j)Making recommendations at least annually concerning revisions of the University's salary structure for administrative positions.