Local Human Resources
Individual/organizational work objectives change over time, due to either change in mission, scope, or responsibilities, or by evolution. In either case, the assignment of duties and responsibilities to a position should be planned. If new or revised duties and responsibilities are needed, the Manager should determine whether to assign these to newly created positions or add them to existing positions.
Classification, also called Position Evaluation, is the process of evaluating the Duties and Responsibilities of a newly created or modified existing position to determine the appropriate job title at the Office of President within the Career Tracks (non-represented) or Series Concepts (represented) job structure.
The following summarizes key resources and concepts for managing classification or position evaluation activities at UCOP:
- Job Standard/Specification (non-represented employees)
- Job Specification (represented employees)
- Job Structure
- Position Description
- Classification policy and procedure
- Working Titles
- Career Tracks
Job Standard/Specification (non-represented employees)
A Job Standard is a description of the scope, key responsibilities, and knowledge and skill requirements of a specific job level within a job function and family. In UCOP's job structure, job with similar duties will share a common job standard.
Non-represented employee job standards can be found at UCOP Job Builder (must be UCOP employee to access)
A Job Specification includes information about the typical duties found in a job title, factors (including degrees of autonomy, decision-making and responsibility) that influence the level at which a position is classified, and general qualifications for an employee assigned to a particular job title within a job series.
Represented employee job standards can be found in the UC systemwide series concepts/job specifications.
Note: use these job specifications only for represented positions.
Non-represented jobs at UCOP are organized by overall family (occupation), by function, by category of work and career level so that they may be aligned with similar positions internally and in the external marketplace. The Career Tracks job structure supports the development of career paths that enhance career mobility within and across UC locations, and helps focus development activities for employees.
A Position Description is a summary of key responsibilities of a job, for a specific employee or group of employees. It includes the general nature of the work performed, the level of the work performed, the skills and knowledge required for competent performance of the job and other elements. A position description describes and focuses on the job itself and not on any specific individual who might fill the job.
The purposes of a position description are:
- To communicate duties and responsibilities of a position to the employee
- To articulate the essential job duties for Americans with Disabilities Act (ADA) purposes
- To determine the proper classification for a position
- To describe skills, knowledge, and abilities (KSAs) for recruitment
- To develop hiring specifications
- To design and restructure jobs
- To provide effective employee training and development
- To serve as a basis for performance expectations
A Position Description should be completed for all positions within the organization. We encourage you to use UCOP Job Builder for all non-represented positions and the Standard Position Description Template (doc) for all represented positions.
Once you have developed a Position Description, please complete the Position Description Supplemental Questionnaire (doc). Completing the questionnaire as well as providing a comprehensive and accurate position description will help expedite the job evaluation process completed by UCOP Compensation.
Please follow these instructions for completing the Position Description template and Supplemental questionnaire.
Classification policy and procedure
For further clarification on classification procedures, please see FAQ on Classification and Salary.
Working or Business Titles are determined by the department with the exception of executive titles per Standing Order 100.1 (a) and 100.3 (b) detailed below:
Per Standing Order 100.1 (a), Officers of the University shall be the President of the University, Executive Vice Presidents, Senior Vice Presidents, other Vice Presidents, Associate Vice Presidents, Assistant Vice Presidents, Chancellors, Vice Chancellors, and Director and Deputy Director of the Ernest Orlando Lawrence Berkeley National Laboratory, and Directors of University hospitals
Per Standing Order 100.3 (b) Compensation of all Officers of the University and other members of the Senior Management Group, including those individuals serving in an acting capacity, and including compensation upon appointment and subsequent changes in compensation, shall be determined by the Board upon recommendation of the President of the University through the Committee on Compensation.