444.1    CLASSIFICATION

            444.1.1 Purpose

            The purpose of a classification program is to ensure positions are systematically and objectively classified.

            444.1.2 Scope

            This procedure is applicable to all CCC positions except faculty positions. 

            444.1.3 Definitions

            1.         Classification - the term "classification" is synonymous with the term "job analysis" and refers to the classification specification which describes general essential functions, knowledge, skills, minimum qualifications and physical requirements of job categories.

            2.         Decision Band Method (DBM) - the term "DBM" refers to the methodology used in the collection of job data, preparation of job descriptions, assessment of organizational structure and determination of salary ranges.

            3.         Comparison Ranking System (CRS) - the term "CRS" refers to the system used in the evaluation of job duties and the eventual placement of these job duties into a hierarchical structure.  The CRS is a supplement to the DBM.

            4.         Fair Labor Standards Act (FLSA) - the term "FLSA" refers to the federal regulations governing employment.  These regulations dictate which positions are non-exempt or exempt from overtime pay.  FLSA regulations have a direct bearing on the classification of positions.

            5.         Job Descriptions - the term "job descriptions" refers to a written statement that describes specific essential and nonessential duties and responsibilities, skills, effort, environmental and working conditions specific to the job.

            6.         Classification Specialist - the term "Classification Specialist" refers to the role of an individual designated by the Human Resources Director.  This role can be performed by an employee or an outside consultant.  The Classification Specialist must determine the classification level of a position based on the procedures in the CRS and the methodology of the DBM.

            7.         Functional Expert - the term "Functional Expert" refers to the highest-ranking employee of a program, department or functional area.

            444.1.4 Classification of New or Vacant Positions

            All new positions will be approved through the budget process and funded on a fiscal year basis.  Once a new position is funded or a position is vacated, the supervisor will complete a Personnel Requisition form and the Classification Specialist will classify the position based on procedures in the CRS prior to recruitment.

            444.1.5 Reclassification of Occupied Positions

            Supervisors may request a classification review of positions under their functional area, department, program or function by submitting a memo along with the revised job description to the Human Resources Department following the Performance Evaluation process each year (refer to Procedure 443.5).  The Classification Specialist will review requests and, when deemed appropriate, ensure FLSA and job audits are performed.  The Classification Specialist and the Supervisor will submit the results of the review and/or job audits and a recommendation to the Human Resources Director, the Department Head and Dean who, if they concur with the recommendation, will then forward the recommendation to or the Vice President for Administrative Support and the Vice President for Educational Services.  If the Vice Presidents concur with the recommendation, it will then be forwarded to the President.  The President's decision is final.

            All changes will be effective at the beginning of the following fiscal year.  Refer to Procedure 444.2 for information regarding compensation changes for reclassified positions.

            444.1.6  Modifications to the CRS

            In the event that the CRS should be modified, the following guidelines will be observed:

            1.         Any changes made to this system that affect the classification of one position will be discussed and modified by the Classification Specialist in conjunction with the Supervisor and Department Head of that position. 

            2.         Any changes made to this system (specifically changes in the Job Categories) that affect a group of positions will be discussed and modified by the Classification Specialist in conjunction with all the Supervisors and/or Functional Expert(s) of those positions.

            3.         Any changes made to this system that affect the procedures of the CRS or all positions will be discussed and modified by the Classification Specialist in conjunction with all Functional Experts.

            Recommendations for changes in the CRS will be forwarded to the Human Resources Director.  The Human Resources Director has final approval of any of modifications to the CRS.  Modifications that change the classification of positions will comply with the Reclassification of Occupied Positions procedure above.