Classifying positions

Job Evaluation of Professional, Security, Grounds and Document Services Staff Positions:

Overview:

The University is committed to openness and transparency throughout the evaluation and classification process and seeks consistency and equity in classification outcomes across the University.

For the purpose of this document, the term "staff" or "staff members" refers to professional, security, grounds or document services staff.

What is Job Evaluation?
Why are Positions Evaluated?
When might Job Evaluation Occur?
Staff Classification System
Criteria for Job Evaluation

What is Job Evaluation?

Job evaluation is the process used to measure the relative job worth of positions within an organisation at a point in time. Job evaluation focuses on the actual requirements of the position, not on a person or their performance. Job evaluation measures the content/work value and not the volume of work. The work value of the position is dependent on a range of factors including the experience, skills and training required to perform the duties and responsibilities of the position.

Why are Positions Evaluated?

Positions are evaluated to establish internal relativities and to determine the appropriate classification level within the University’s applicable Industrial Instrument and this in turn establishes the salary range.

When might Job Evaluation Occur?

When the requirements of the position have changed, or when there have been significant changes or growth in the role, or when new roles have been created, the position will be formally evaluated.

Trained job evaluators in the HRU evaluate positions based on one or more of the following circumstances: -

Creation of new positions
Ongoing significant change(s) to the function or scope required of the position
Change(s) to the position over time as a result of redesign or change(s) to other jobs that directly affect the functions and/or focus of the position
Change(s) to a position as part of a restructure of the immediate organisational area
Change(s) to a position as a result of the restructure of another organisational area that directly affects the position’s function and/or focus

Professional, Security, Grounds and Document Services Staff Classification System

The University utilises the Higher Education Officer (HEO) classification grading structure Levels 1-10. The classification grading structure is underpinned by the Hay Chart Points Job Evaluation Methodology, which is utilised globally in both the private and public sectors and is recognised as being a valid and reliable method of evaluating positions.

The information required to assess a position may come from position descriptions (PD), performance management documentation, interviews with Supervisors and Staff Members, specially designed questionnaires which are completed by both the Staff Member and Supervisor and the organisational structure chart.

The following systems are used to evaluate positions:

Mercer CED job evaluation system – Points system designed by Cullen Egan Dell
Classification (DWM) Discriptors contained in the applicable industrial instruments

Each position from Level 1 to 10 is evaluated using a comprehensive process based on three areas common to all jobs:

Knowledge & Experience
Problem Solving & Judgement
Accountability

External remuneration benchmarking and advice is also obtained as required (e.g. HEO10 and above).

Criteria for Job Evaluation

There are four opportunities for evaluating non-casual positions:

New positions
All non-casual positions that are new to the area must be evaluated. If the position (or a similar position) exists within the University, a consistent approach is required. Any relevant PDs will be reviewed to ensure consistency.
Vacant positions
Where the position has not been formally evaluated in the previous five years or where there are changes to the requirements of the position, the position must be evaluated.
Currently filled positions
Positions can only be considered for evaluation where there is someone in the position currently and there is a view that the work value has changed.
Position changes arising from a major restructure
While an organisational area is undergoing a substantial change process, applications for reclassification will be frozen for all affected positions in the area. However, part of the change process may require positions to be evaluated. Applications for reclassification received prior to the notification of a managing change process will still be considered.

Please refer to the following processes:

Academic Staff:

Classification of the academic positions is determined by the University's academic position classification standards as contained in the applicable industrial instruments.

It is important to cross-reference the selection criteria of the position description, particularly with regards to qualification and academic standing, to the University’s position classification standards as contained in the applicable Industrial Instrument to ensure that consistency is ensured and maintained.

Advertising a position at two classifications

In some instances it may be appropriate to advertise an academic position at two classifications, for example – Lecturer A or B. Academic positions are classified according to the position and also the standard of the candidate. If the manager has a vacant lecturer position they may advertise it as either a Lecturer A or B. The manager should ensure that there are specific criteria statements that distinguish the different classifications. The manager would appoint to the classification according to the candidates compatibility with the University’s Academic Standards and the specific criteria for each position.

Further advice

If the manager is unsure about the classification of any type of position they should contact their local Human Resource Professional or the Human Resources Unit.

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