No./Title: 430 – JOB CLASSIFICATION	Resp. Office: HUMAN RESOURCES	Effective Date: 04/01/1977
Category: Compensation	Last Review: 6/19/2024	Next Review: 12/14/2027
Contact: Compensation Director	 901.448.5600	 hr@uthsc.edumailto:hrcompensation@uthsc.edu
Related Policies:

OBJECTIVE

To ensure that all staff exempt and staff non-exempt jobs are classified equitably in relation to work performed.

PROCEDURE

“The Dictionary of Occupational Titles” published by the U. S. Department of Labor states, “Work is organized in a variety of ways. As a result of technological, economic and sociological influences, nearly every job in the economy is performed slightly differently from any other job. Every job is also similar to a number of other jobs.”

The University of Tennessee Personnel Policies and Procedures sets forth guidelines and criteria for assignment of position titles in compliance with the U. S. Department of Labor wage and hour and affirmative action/equal employment opportunity stipulations. The University’s position classification program was revised in 2001 concurrent with implementation of IRIS (the University-wide financial and human resources information system) and streamlined the position titles and descriptions to better reflect current duties and responsibilities.

The Human Resources’ Office is responsible for classifying all staff exempt and non-exempt positions at the Health Science Center in accordance with University policy.

Based on the evaluation, positions are then assigned a job family, a job allocation and market range.

The job classification is supported by a job summary and base skills level.

The job summary is a brief statement of the purpose of the position, e.g., “Supervises day-to-day activities and operations of an accounting, financial or budget office.”

Human Resources should be requested to review newly created jobs, vacant positions in which job content is being changed, and filled positions in which job content has changed significantly.

Human Resources will conduct a job audit with the department and incumbent employee.

Human Resources will notify the department head in writing of its recommendation. If a position reclassification is approved, the department is responsible for initiating and forwarding to Human Resources the PIF and a Position Change Form. Human Resources will advise Business & Finance of any title/position changes to assure that the position control data is updated.

See also: Personnel Procedure 140 Promotions, Demotions, Lateral and Internal Transfers and Related Salary Adjustments.