Job Classification Fact Sheet
Definitions
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General
Information
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Principles
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Job evaluation is a systematic process for assessing job content and
requirements to determine a position’s contribution and value to an organisation,
relative to other internal positions
Job classification is the process of determining an appropriate classification level
for a position, based on its assessed work value within the organisational structure.
A new professional/general staff position is evaluated and a classification level
assigned before recruitment action commences.
The classification of a vacant or occupied professional/general staff position should
be reviewed if the position requirements have changed significantly.
There are 2 application rounds per year for reviewing the classification of occupied
positions. Applications are open to professional/general staff members (Levels
1-9) who have worked for the last 12 or more months in a continuing or fixed term
position at Charles Sturt University (CSU).
The University shall classify positions in accordance with the provisions in the
current CSU Enterprise Agreement.
The key principle underlying job evaluation and classification is equal pay for work
of equal value.
Job classification is aimed at establishing and maintaining internal position
relativities, not comparison with positions outside the University.
Job evaluation measures job content and requirements, not an individual’s
performance, effort, abilities or workload.
Reclassification facilitators will be appointed from a range of areas on each major
campus of the University and trained so that they can assist employees and
supervisors with advice about preparing an application for reclassification.
A Job Classification Advisory Committee, trained in job evaluation, shall evaluate
and make recommendations on the classification level of occupied
professional/general staff positions that have been referred to it because of
significant change in job content or requirements.
The recommendations of the Job Classification Advisory Committee on the
classification of a position or the decision of the University on the
recommendations of the committee shall be final, and not subject to internal appeal
or further review.
A position’s classification will not ordinarily be reviewed within 12 months of its last
review unless a significant restructure of the work area has taken place.
Classification Process for New or Vacant Positions
1. Executive Director/Executive Dean or equivalent contacts the relevant HR Liaison Team for
assistance with workforce planning and/or recruitment.
2. Where the position description is similar or identical to an existing (classified) position, then the
position may be classified as a duplicate.
3. If the position is not a duplicate, then the HR Liaison Team forwards the position description and
any other relevant documentation to the Workplace Relations and Policy (WRP) Directorate for job
evaluation and classification.
4. The evaluator assesses the position requirements, as outlined in the position description, against
the Professional/General Staff Position Descriptors. The position may also be compared with
related positions for internal relativity, and the classification level may be validated through a
secondary job evaluation system.
5. WRP advises the relevant HR Liaison Team of the classification level and any changes made to
the position description.
6. Recruitment action commences.
Page 1 of 3
Classification Review Process for Occupied Professional/General Staff Positions (see
Appendix 1)
1. The supervisor reviews the position description for currency and relevance as part of the
Employee Development and Review Scheme and when changes are made to the position.
2. If there is agreement that the content or requirements of a position have changed significantly,
then:
(a) an employee or supervisor may ask a reclassification facilitator for advice on preparing an
application
(b) the supervisor or employee completes the Position Classification Review Form;
(c) the supervisor forwards the form via the reporting line to the relevant Executive Director/
Executive Dean or equivalent for comment and endorsement; and
(d) the Executive Director/Executive Dean or equivalent forwards the signed form to the Job
Classification Advisory Committee (JCAC) by the closing date of 15 March for Round 1 or 15
August for Round 2.
3. If the supervisor or Executive Director/Executive Dean or equivalent does not support an
application for review of the position, then:
(a) the supervisor or Executive Director/Executive Dean or equivalent provides the employee with
a written statement, specifying the reasons for not supporting an application and details of
where the position, in his/her opinion, does not meet the criteria for reclassification;
(b) if wishing to proceed, the employee submits an application, accompanied by the written
statement of non-support, directly to JCAC by the closing date.
4. The Workplace Relations and Policy (WRP) Directorate checks applications for completeness and
sends acknowledgement of receipt to the employee, with a copy to the relevant Executive
Director/Executive Dean or equivalent.
5. The individual JCAC members independently evaluate the applications against the position
descriptors.
6. The committee meets in April and September of each year to discuss individual evaluations and
reach agreement as to the overall classification of the positions. The committee may contact the
relevant HR Liaison Manager and/or the employee’s supervisor for additional information to aid job
evaluation.
7. The Chairperson, JCAC submits the committee recommendations to the Executive Director,
Human Resources for approval of classifications up to and including HEW 9, and to the ViceChancellor for approval of classifications above HEW 9.
8. The Chairperson, JCAC notifies the employee in writing of the outcome (with a copy to the
supervisor and the Executive Director/Executive Dean or equivalent) by mid-May for Round 1 or
mid-October for Round 2.
9. If an application is approved for upgrade to a higher classification level, then the employee is paid
the higher salary level from the closing date that applied to submission of the application.
10. If an application is not approved for upgrade to a higher classification level, then the Chairperson
provides the employee with a written statement of the reasons for the decision. A copy is also
given to the supervisor and the Executive Director/Executive Dean or equivalent.
11. WRP finalises the proposed position descriptions in accordance with the JCAC recommendations,
saves a copy in the TRIM database, and sends a copy to the employees and supervisors.
In the event of any discrepancy between this Fact Sheet and the Enterprise Agreement, the terms of the Enterprise Agreement
will prevail.
Updated 24 January 2014
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Classification Review Process for Occupied Professional/General Staff Positions
Supervisor provides statement of nonsupport to employee
Support for review?
No
Proceed with
application?
Yes
No further action
No
Yes
Supervisor/employee may ask
reclassification facilitator for feedback
on draft application
Employee may ask reclassification
facilitator for advice on preparing
application
Supervisor/employee completes
Position Classification Review form
Employee completes Position
Classification Review form
Supervisor/employee forwards
application to Executive Director/
Executive Dean for authorisation
Employee forwards application to
Executive Director/Executive Dean for
authorisation
Application
approved?
Executive Director/Executive Dean
writes to employee detailing reasons
for non-approval
No
Yes
Proceed with
application?
Yes
Executive Director/Executive Dean
forwards application to JCAC
Chairperson by closing date
JCAC evaluates positions and makes
recommendations
JCAC Chairperson forwards
recommendations to Executive
Director, HR for determination
JCAC Chairperson notifies employee
of outcome (cc supervisor & Executive
Director/Executive Dean)
PD finalised, saved in TRIM &
copy sent to employee (cc
supervisor & Executive
Director/Executive Dean).
Salary adjusted if reclassified
Employee submits application to
JCAC with non-support reasons from
Executive Director/Executive Dean
Employee withdraws application
No