Classification of job families and positions into titles and salary ranges is a process that may seem mysterious. This page contains information to help take the mystery out of job and position classification via frequently asked questions and links to helpful resources.

1. What is the purpose of job and position classification?

Every employee fills a position that should be properly categorized in a job grouping or "job family," priced as closely to the local job market as possible. For classification purposes, positions have a one-to-one ratio to employees; however, a job is the overall "umbrella" categorization of a group of similar positions. 

The primary objective of job analysis is establishing a broad umbrella record of generally applicable job elements to establish an appropriate salary range. Those elements include (but are not limited to) the purpose of work, the scope of authority, general tasks performed, and generally required KSAs (knowledge, skill, and ability). 

The primary objective of position analysis is to analyze and identify the specific duties and responsibilities of a position, including qualifications and requirements necessary to perform the tasks of the position. This analysis aims to properly categorize a position to the best existing job description or create a new umbrella job if no existing job adequately fits. The function of position classification impacts the Courts' ability to attract and retain the best possible talent because it feeds directly into a variety of personnel tools: marketing and recruitment, development of exams and interview questions, onboarding, performance planning, and management, identification of essential functions for reasonable accommodation, and ongoing recommendations/decisions on employee compensation (to name just a few).

2. What information is used to determine position classification?

Classification decisions are based on relevant and objective reasons a position exists, such as the nature and scope of work, duties, and responsibilities. Decisions are not based on a current employee's status, workload volume, length of service, or quality of current performance. Relevant factors may also include:

• The nature, scope, and level of the duties and responsibilities;

• Knowledge required to perform the duties;

• The relationship of the position to other positions;

• Supervision given or received; and

• Exercise of independent judgment.

3. What process is used to gather information about my position?

The process begins with a request from the person who supervises the position needing a classification review. The request may be submitted by completing this form, which is automatically submitted to the HR Department. This request will be reviewed according to the timeframes and standards established in policy (HR03-4) governing position classification review.

If an HR generalist determines there is sufficient justification to conduct a formal classification review, the HR generalist may conduct fact-finding interviews to gather sufficient information and provide any necessary clarification. The aim of these interviews is to gain a clear understanding of the position's nature and purpose and how its functions relate to and impact other functions and personnel in the judiciary.

Additional information may be gathered from existing personnel records and other relevant parties identified by the supervisor if warranted. Such information may include a current job/position description, performance expectations, organizational charts, and information about any new duties and tasks that may have been assigned. Information about the employee's current workload, level of stress, or performance quality in the position is irrelevant to a classification decision and will not be addressed.

When the fact-finding process is completed, the HR generalist considers all relevant information in a comprehensive analysis and drafts initial findings for supervisory review. The findings may conclude a position is already properly classified, or they may conclude another job classification is a better fit. After the supervisor has a chance to review initial findings and provide input, a formal classification decision may then be finalized.

4. How does HR make decisions and/or recommendations regarding job/position classification and associated pay ranges?

A position is classified as a job record through the position analysis process described in FAQ #3. Job categories and salary ranges are determined by analyzing data from comparable jobs and job categories in salary surveys from local and western states' job markets. When job market data suggests changes should be considered, HR coordinates with applicable parties as needed, such as the Department of Finance, the State Court Administrator's Office, the Judicial Council, and applicable Council Committees, Management, etc., to arrive at final recommendations and decisions.

5. What happens if my position is reclassified to a lower or higher salary range?

Salary actions for individual employees whose positions are reclassified are governed by provisions in policy HR06-6(2).

When the data suggests the salary range for a job group is significantly below the job market, changes to the salary range may require funding - such as when the change results in existing employees falling below the new minimum rate in the salary range.

Management and HR coordinate with the Department of Finance to consider whether funding is feasible within existing budget(s). If so, any necessary salary increases generally become effective as soon as approval is granted, or shortly thereafter. If existing funds in a unit or district is insufficient, a request could go the Budget/Fiscal Management Committee and Judicial Council. In some cases, the Judicial Council may approve a request to the Legislature to fund adjustments based on comparisons to the job market. If approved and funded, increases approved by the Legislature generally take effect at the beginning of a fiscal year.