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3.1 Position Classifications

Revised January 2003

Staff covered by this policy
This policy applies to Service Maintenance employees at South Bend.

A. Introduction

Indiana University is committed to the principle of equal pay for equal work without regard to age, color, disability, ethnicity, gender, marital status, national origin, race, religion, sexual orientation, or veteran status.

B. Position classification

1. Position evaluation is the method used to determine the relative value of a position at the University. In determining relative value, the following broad factors are considered:
   1. Skill and ability demand inherent in the position
   2. Responsibility demand inherent in the position
   3. Physical effort demand inherent in the position
   4. Working conditions inherent in the position
2. Each supervisor should make a bona fide effort to have an up-to-date description questionnaire for each position under his/her control. In addition, a copy should be provided to each incumbent for his/her position.
3. The University retains the right to eliminate, change and establish classification levels and salary grades. In the event a new position is established, or an existing position is changed, University Human Resource Services shall assign it an existing salary grade in the Salary Schedule or will identify an appropriate rate of pay. Salary grades and classification levels are determined by comparing the relative value of the factors of the new or changed position with the factors of similar existing positions.
4. The following procedures are followed in assigning a classification level and salary grade.
   1. Either a department head, or employee acting through a department head, may elect to have the classification level of a staff position reviewed. Any time that an incumbent and/or supervisor feels a position has changed significantly, a re-evaluation request should be initiated.
   2. A memorandum requesting a classification review should be sent to the campus human resources office with the following information:
      1. The title, account number, and position number of the position to be reviewed
      2. Source of funds if a salary increase is contemplated
      3. Up-to-date Position Description
      4. Up-to-date Organization Chart for the unit
      5. The recommended effective date of any salary grade change
5. The campus human resources office will evaluate the position, using questionnaires and interviews, and assign an appropriate salary grade for the position. The Chancellor must approve recommendations for salary grade changes.
6. The salary grade assigned by the campus human resources office may be appealed to the Position Ranking Appeals Committee if either the department head and/or employee does not agree with the evaluation. Appeals should be made within one month of receipt of notification. Disagreements over salary grade assignments are not subject to the Grievance Procedure. An appeal procedure is available to resolve disagreements over non-exempt/exempt status. Appeals are to be submitted in writing to the Director of Human Resources.

C. Reclassification from SM to PA
The following procedures are applicable for requesting reclassification of positions from non-exempt to exempt status:

1. The campus human resources office will review the descriptions, determine if exempt status is appropriate, and assign a classification level. HRMS documentation should then be completed by departments to effect rank code changes.
2. Requesting departments will be notified directly by the campus human resources office if jobs are determined to be non-exempt and are to remain in the SM ranks. An appeal procedure is available to resolve disagreement over non-exempt/exempt status. Appeals are to be submitted in writing to the Director of Human Resources.