How is the job classification of a position determined?
We use the standard of best fit in allocating positions to the proper classification. The DOP Administrative Rule, Section 4.4 (b) requires that the specification as a whole be used in allocating positions. The standard of ‘best fit’ is applied by comparing the various duties/responsibilities identified in the position description form to various class specifications and the relationship to other classes in rendering an allocation decision. The allocation of positions is also done in consultation with the appointing authority of the affected agency. For mixed positions we use the predominant duty concept to classify the position. This simply means that the duty or duties which occupy the greatest amount of time are considered class-controlling. There is also the exception to the predominant duty rule which applies in certain circumstances.
Related Questions
- If an employee is delegated the authority to perform the work of a position assigned to another job classification are they paid at the salary range assigned to that job classification?
- If an employee’s position is reclassified to a different job classification, will they continue to be covered by the current MOU and/or represented by the same Union?
- Does a change in job duties always mean a change in the classification of the position?
