Equal Opportunity and Diversity
Classification System - Professional & Scientific Staff
Introduction
Iowa State University's classification system is a process for systematically analyzing, evaluating and cataloging jobs within the organization. The P&S classification system, through the job evaluation process, compares jobs in terms of their relative contributions to the organization.
Job Evaluation
The P&S classification system is based on a point method evaluation system. The point method has three characteristics; (1) compensable factors, with (2) factor degrees numerically scaled, and (3) weights reflecting the relative importance of each factor. In point methods, each job’s relative value and consequently its location in the pay structure, is determined by the total points assigned to it. A job’s total point value is the sum of the numerical values for each degree of compensable factor that the job possesses. The evaluation process for P&S positions is based on seven compensable factors.
Jobs within the P&S classification system have been evaluated against the evaluation instrument. Based on the total evaluation points each job has been assigned to one of ten pay grades. When a new job emerges, a job evaluation is required for placement within the pay structure.
Job Analysis
P&S positions at Iowa State University are described in detail in a position description called the Position Description (PD). Either the supervisor, in the case of a new position or the incumbent, in the case of a position review request completes the PD in the online Classification and Hiring System.
The Classification and Compensation Office is responsible for determining the appropriate classification and level through job analysis. Information is gathered on a position from various sources including the PD, and/or through a desk audit, which is an interview of the incumbent in the position at their work site. Other sources of information include review of the organization structure and comparisons to similar positions, and interviews with the supervisor and others knowledgeable about the position under review.
Classification Determination
After examination of the information gathered about the position, Human Resource Services (HRS) makes a recommendation as to the classification level to the supervisor. If there is disagreement with the determination between the supervisor and HRS, additional information may be requested to resolve the issue.
In the case of a reclassification, HRS will make a final recommendation as to the classification level to the P&S Classification Review Committee. Members of the Committee review the rationale for the classification recommendation and vote on the final classification.
The Committee meets monthly to act on recommendations submitted by HRS. Following the meeting, supervisors are notified of the final action taken by the Committee. In the event a supervisor and/or an incumbent disagree with the outcome, they may appeal the action to the Committee within 30 days of notification.