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CLASSIFICATION SUBCOMMITTEE:
Task: to review all the components of the classification system to recommend improvements with the compensable factor definitions and weighting, Position Information Questionnaire (PIQ) simplification, to restructure job titles and job families, to select benchmark jobs and write job summaries, to develop an on-campus appeal process, to create enhanced processes and procedures, and to define consistent terminology.
Members:
| Name - Representative Title | Institution |
| Cynthia Curry, Chair - Director of Classification & Compensation | WVU |
| Stephanie Neal - Assistant to the President | MCTC |
| David Lord - Director of Campus Operations | SWVCTC |
| Amy Pitzer - Editorial Assistant in Public Relations/Marketing; ACCE Vice Chair | CU |
Top Three Goals:
Review the current point
factor system, in regard to definitions, factor weighting,
“user-friendliness,” per the charge and as work has evolved;
Position Information Questionnaire (PIQ)
simplification to reduce paperwork and the time it takes to prepare
job descriptions;
Reduction or reallocation of job titles and job families; selection of benchmark jobs for market study and preparation of thumbnail descriptions for benchmarks.
Current Status:
The Classification Subcommittee has completed the following:
Held over twenty
meetings since 2005 with the Committee, the Project Coordinator, the
Vice Chancellor, other Subcommittees, and/or the
Classification/Compensation Consultant (longest standing
subcommittee) reviewed two drafts to formalize new procedures and
policies.
Developed
recommendations which include maintaining the current point factor
system, with some minor tweaks.
Developed a simplified
web form for the PIQ, which is easier and less time-consuming to
complete and allows for electronic signatures and routing.
Completion of benchmark descriptions for market study and creation of new job families and reallocation of positions to these families.
Next Steps:
Review the HRIS/systems
and technology needs required to get simplified PIQ developed and
tested.
Recommend implementation
and guideline changes, collapsing titles, creating on-campus appeals
process to forestall grievances.
Recommend “Best Practices” for classification issues and HR in general— improve communication across the system.