Classification is the grouping of jobs into a single position categorization involving substantially the same kinds of work, equivalent levels of difficulty and responsibility and requiring comparable experience and training.
Reclassification is the review or audit of a position which indicates a significant change in job duties and level of responsibility that may result in a change in the job title and pay range (up or down).
Position Descriptions (PDs):
Located on HR FORMS page:
To submit a description of a new position or an existing position for HR review for appropriate job title, complete the on-line Position Description (PD), via PeopleAdmin at the USNH jobs website. An existing position may be reviewed when the duties change substantially, either through the addition of new or revised responsibilities or reorganization, to keep job responsibilities current and/or to have determined whether a new job classification is warranted..
OTHER REQUIRED DOCUMENTS to be submitted via PeopleAdmin (add under Additional Documents tab) are:
- Organizational chart (with “official” University job titles)
- Cover letter to summarize and provide context relative to the nature and scope of the new/changed job responsibilities (Cover letter is not required if the information is covered in the “Summary of Position” under Position Details tab
- Biomechanical Job Analysis form (on Forms page) for a new position, and if not previously submitted to HR for an existing position
- IT Addendum (on Forms page) for PAT Information Technology positions
- Other pertinent documents as appropriate, such as additional supporting information, written departmental approval, etc.
REQUIRED APPROVALS - Prior to the department submitting PD documents to HR, please check with your unit’s BSC director on which of the following approvals are required:
- Principal Administrator
The results of the classification review will be communicated to the supervisor by Human Resources. The effective date of a proposed reclassification will be the Monday following the date when the position was first officially reviewed by the Committee. It is the supervisor's responsibility to notify the affected employee of the classification determination within a reasonable time. If the supervisor is away from the campus for an extended period, he/she should delegate this responsibility to another supervisory staff member or request that the employee be notified directly. Under normal circumstances, the employee should not bypass his/her supervisor by contacting Human Resources directly to obtain information concerning the classification determination of his/her position.
Classification determinations by the Committee may be appealed by the supervisor either in writing or, in rare cases, through a personal appearance at one of the Classification Committee meetings. During an appeal, additional compelling information should be provided that was not included in previously submitted material relevant to the position.
A generic classification is one that may be compared to like classifications at other institutions or businesses and for which salary data is available. For an exempt position the job function is primarily professional or technical and the amount of mechanical expertise and professional credentials are significant factors in determining the relative worth of the job in relation to others.
For example, a senior level accountant position would ordinarily require more expertise than an entry-level position in the same classification group. Salary ranges are assigned after review of survey data obtained by the USNH Human Resource Office. The types of data selected are determined by the recruiting area for the classification under review and may be local, regional or national. Sources for this data are other educational institutions, professional organizations, consulting firms, public employers and private industry.
Many generic positions also have a mechanism for professional advancement in that they are part of a classification series (e.g., Accountant I, II, III, and Research Scientist I, II, III).
If the position is generic and can be matched with an existing classification specification (class spec), it is so recommended. If not, a new classification title and class spec are prepared for University System approval and salary range assignment. Under normal circumstances the complete review cycle for a new classification should take no longer than two or three weeks, after the completed PD has reached Human Resources.
All requests for classification of new OS positions or reclassification of existing positions are reviewed by UNH Human Resources, usually within two weeks of receiving the PD. Human Resources determines the most appropriate classification for each position submitted for review. Review of OS position descriptions occurs at campus HR. (For PAT positions review occurs at campus HR and then the USNH Classification Committee).
All requests for classification of new positions or reclassifications of existing positions are reviewed by Human Resources and then the USNH Classification Committee, which usually meets twice each month. The Committee, which consists of Human Resource representatives from all USNH campuses and the Chancellor's Offices, determines the most appropriate classification for each position submitted for review.