Classification Analyst Decision Making Process

Classification analysts look at several factors when determining which classification is appropriate for a position.

• Information provided in the Position Description Questionnaire (PDQ)
• Information provided at the classification review
• Input from department management
• Comparisons to similar positions throughout state government
• Class specifications

The decision involves the following:

• Analysis of your present duties
• Extent of your decision-making and delegated authority
• Problems and challenges you meet and resolve
• How your position fits into your department's organizational structure.

Each position is classified based on where it best fits in the available class specifications. The intent is to ensure consistency statewide for all civil service positions. Some areas that are not considered in a classification decision are:

• Performance;
• Qualifications or background;
• Compensation;
• Longevity;
• The necessity of the position; or
• Duties that have not yet been assigned or assumed

There are many misconceptions about when a reclassification is appropriate. Individuals may feel that they are ready for an upward reclass because they are at the top of their salary range, are loyal employees, or perhaps feel that they work harder than anyone else in their departments. Supervisors may feel pressure to upwardly reclass their employees for these reasons as well, or perhaps to keep someone who has found a higher paying job elsewhere. While there are many desirable qualities for employees to have that should be recognized, classification is based solely on the duties assigned to a position, not the qualifications or qualities of the incumbent. Put simply, we classify the job, not the person.