What is the Information Technology (IT) Classification Study?
Many of the Classified Staff Information Technology (IT) job titles and classifications were created in the early 1990’s with little or no revision since.
The Human Resources Division reviewed the IT job titles and classifications in support of enhanced recruitment and retention of employees in these essential jobs. This review covered 46 existing job titles, represented by almost 600 employees working in 25 colleges/divisions and 150 departments. Its goal is to provide more accurate and contemporary job classifications and job titles to support recruitment, engagement, retention, performance planning and compensation activities.
Additional material on the study, including the processes used and resulting job classifications, is available at the IT Classification Study web site.
How was the job content information collected?
This study was a collaboration led by Human Resources, involving many IT staff and supervisors from across the institution. A review of this scope and variety would not have been possible with existing staffing and traditional methodology; therefore, the University IT community participated in several phases of the study by reviewing technical function descriptions, participating in HR focus groups that documented job content data, and providing feedback regarding the draft job classifications.
Where may I learn more about the new IT classifications?
The list of the new IT job titles and the new classification descriptions are available on the Human Resources website.
I see there are a lot of new classifications and job titles, but my current job title doesn’t appear to be part of the study’s results. What’s going to happen to the old classifications and job titles?
In order to provide more accurate and contemporary job classifications and job titles, many of the old job classifications and job titles will be retired permanently. Some current job titles might be retained for a bridge period until a current employee is able to meet the minimum qualifications of a new classification. A few of the current IT job titles will remain active and available for use because the generic descriptions are still appropriate to the work performed.
The software my team uses is not listed in the new job classification. Why?
Job classifications are intentionally generic, for use by any University department. Managers are encouraged to develop and use position-specific descriptions to provide targeted direction for the work of an identified position.
How is the Fair Labor Standards Act (FLSA) Status determined for a classification?
Human Resources develops and maintains the job classifications and is responsible for assigning the FLSA status. Classifications are either Exempt (from overtime/premium pay) or Non-Exempt (eligible for premium pay for hours worked over 40 in a work week).
In order to be Exempt from the overtime and certain other provisions of the FLSA, a position must satisfy three requirements: meet a duties test, be paid on a salary basis, and receive no less than $455/week. Each new classification was evaluated and only those classifications that firmly met one of the duties tests were designated as Exempt.
Will a salary adjustment accompany every reclassification using a new IT classification?
It is projected that most reclassifications will not involve a change in pay. As always, departments may authorize a pay adjustment using its existing standards and processes.
Will employees who are reclassified be subject to the Pre Employment Screening process?
Since these reclassifications are a result of an institutional initiative, background checks will not be required for the initial reclassification. Subsequent reclassifications, new hires, and inter-departmental transfers will remain subject to the Pre Employment Screening.
When will current Classified Staff IT employees be reclassified using the new job titles?
Departments will have the opportunity to assess which title/level is appropriate for their current IT staff and transition employees into the new titles effective no later than Monday September 7, 2009.
Is there a resource to help supervisors determine the best classification for an IT employee?
Yes; please see Selecting the Best Information Technology (IT) Classification.
Does an employee still have to meet the Minimum Qualifications of the new classification in order to be reclassified into a new IT job classification?
Yes. Reference: Classified Staff Human Resources Policy 304 Requests for Position Reclassifications.
When do I have to begin using the new IT job classifications for new recruitments, promotions and transfers?
After May 1, 2009, the new IT job classifications will be used for all new recruitments, promotions and transfers.
I am in the process of recruiting candidates to fill an IT job using an old classification. Do I have to cancel this recruitment and start over using a new job classification?
The hiring manager may choose whether to use the old classification or a new classification for a current, active recruitment. New employees hired into an old IT job classification are expected to transition into a new IT job classification effective no later than Monday September 7, 2009.
Why were the IT Pay Bands created?
Current pay practices across the University vary widely, with some employees paid significantly below market rates and others paid very competitively. The University’s current budgetary situation precludes systemic pay adjustments. The IT Pay Bands were created to provide maximum flexibility for competitive pay practices in this field of work.
How were the IT Pay Bands developed?
This compensation approach borrows many concepts from the well-documented methodology for pay broad banding, is built on the foundation of the existing Classified Staff Pay Schedule, and expands pay flexibility without requiring immediate expenditure. The IT Pay Bands combine three pay grades into one pay band.
How is a Pay Band different from a Pay Grade?
Pay Bands generally have wider pay ranges than do Pay Grades. The difference between the minimum and maximum of the Classified Staff Pay Grades averages around 40%; this corresponding difference for the IT Pay Bands is from 70% to 80%.
Is there a resource on how to use the IT Pay Bands?
Yes; please see the Guide to Using the IT Pay Bands.
How will the IT Pay Bands be maintained?
Salary market analysis is conducted on a periodic basis and adjustments may be made to the Bands. It is projected that as soon as the pay practices and budgets permit, the minimum pay of each band will be increased, with resulting Bands that incorporate only two existing Pay Grades.
The Classified Staff job classification system is part of a three-university system that includes Arizona State University (ASU) and Northern Arizona University (NAU). How can we make unilateral changes to the Tri-University system?
Under the guidance of the Arizona Board of Regents, Arizona’s three state universities collaborated on a common classification and compensation system in 1990. Each university has the flexibility to meet its unique market demands and operating needs, including creating new classifications, adding new grades, and re-grading jobs to reflect changes in the relevant employment market.
When are the new IT job classifications and IT Pay Bands available?
The new IT job classifications and IT Pay Bands were announced to the University community effective May 1, 2009.
When will the implementation of the new IT job classifications be completed?
Managers and supervisors will have until Friday September 4, 2009 to determine position/employee reclassifications, and generate personnel change transactions using their regular processes. Changes will be effective no later than Monday September 7, 2009.
When will the old IT job classifications be vacated and retired?
The majority of the old IT job classifications will be vacated and retired in September 2009, prior to the use of the PeopleSoft human resources system.
