Pay is determined, in great part, by the job classification of the position occupied by an employee. To classify jobs, the University evaluates job duties and responsibilities to categorize jobs of a similar nature into classification descriptions and pay ranges. This job evaluation system permits equitable groupings of similar jobs to determine market pay ranges.

The University's job evaluation system analyzes positions in terms of compensable factors. These factors relate to the requirements of the job itself, not to the credentials or performance of the person in the position. The University's compensable factors include education, experience, decision making, authority, contact with others, impact, independence, visual effort, physical effort, and work environment, including any hazardous duties. Jobs evaluated at a similar level of responsibility in terms of these compensable factors are placed in the same pay grade.

JOB RECLASSIFICATION

Duties and responsibilities of jobs may change significantly. When significant change occurs, a supervisor may request a classification review from the compensation office of human resources. A Position Analysis Booklet (PAB) must be completed to initiate the review. Discussions with the supervisor and staff member regarding duties performed, frequently are included in the review. Based on a comparison of the duties and responsibilities being performed against the standards of job evaluation and of other positions in the department and the University, a classification recommendation will be made from the compensation office.

JOB CLASSIFICATION PROCESS

The following steps describe the job classification process.

Step 1: A job classification review is to be initiated:

• for the creation of a new position,
• when job duties have changed, either increased or decreased substantively, or
• when a vacancy occurs in a position for which there is no up-to-date job description.

Step 2: The business/hiring manager or designee completes the Position Analysis Booklet (PAB) as part of a business plan and acquires appropriate management approval. Supervisors should not release any information regarding title or salary changes to employee before this process is completed and the recommendation is approved. The PAB is forwarded electronically by the business/hiring manager with the approval to review to comp@slu.edu.

Step 3: The compensation office analyzes the PAB in conjunction with human resources consultants and communicates the recommendation to the business/hiring manager (originator). If the business/hiring manager has questions or if further information is requested from compensation, these issues are resolved before proceeding to the next step.

Step 4: The compensation office sends three (3) pieces of information to the hiring manager:

• A recommendation memo containing these elements: title, position class code, employee class, exemption status, pay grade, and pay range;
• A job description summarizing job duties contained in the PAB, to be used for recruitment. A department may keep a detailed job-specific description for use with the Performance Communication Plan, ensuring the overall sense of duties are the same and the minimum qualifications are an exact match.
• Instructions for the following actions:
  - obtaining management and vice president-level approval of the classification and pay grade assignment; and
  - beginning processes to affect the change in classification.

Step 5: Hiring manager and department head are responsible for the following:

• Reviewing the department's approved budget for the position number and budgeted hours. A position number for new positions should be requested through comp@slu.edu, using the New position request form found on the human resources Web site.
• Presenting the classification recommendation memo and job description to the appropriate vice president or designee for approval.
• The electronic approval required for classification recommendation approval, sent through e-mail to comp@slu.edu, are the following:

  Academic and Research schools and departments
  Paul Jackson or Michael Meyer
  
  University Medical Group - Medical School Clinical Departments
  Michael Meyer
  
  Colleges, Schools, and Departments
  Appropriate Vice President or Paul Jackson
  
  New or Vacant Position:

  • Sending the completed job requisition through the University process.

Occupied Position:

• Sending an Electronic Personnel Action Form (EPAF) through the University process.

Address any questions to the compensation office, 977-2511.