Position classification is the process used to measure the relative job worth of positions within an organisation at a point in time.
Position classification offers an opportunity for a supervisor to consider the position in terms of the strategic goals of the University, cascaded through the organisational unit to the expected operational and performance requirements of the position. In considering the operational and performance requirements of the position the ACU Capability Development Framework provides guidance on the staff competencies that ACU needs to:
- Achieve excellence
- Ensure we are successful and
- Ensure that we deliver on our Mission
2. Policy Statement
Australian Catholic University is committed to providing the opportunity for Professional Staff and their nominated supervisors, access to a classification review process that provides fair, equitable and responsive outcomes to support the business needs of the University.
3. Policy Purpose
This policy informs Professional Staff and their nominated supervisors of the application of principles for the classification of Professional Staff positions at Australian Catholic University.
4. Application of Policy
This policy applies to all Professional Staff positions up to and including Higher Education Worker (HEW) Level 9.
Professional Staff positions should be reviewed on a regular basis and undergo a classification review in the following circumstances:
- new position developed
- existing position where significant changes to the position have occurred
- as a result of a restructure of a functional or organisational unit.
All Professional Staff positions from HEW Level 1 to 9 will be classified in accordance with the DWM descriptors, as specified in Schedule 3, Part B of the ACU Staff Enterprise Agreement 2013-2017 and Appendix 1 of this Policy, as the primary determinant of classification.
Where a unanimous decision is unable to be reached using the DWM descriptors, the Hay Points Factor System will be utilised as a secondary system in order to reach a decision.
The position description prepared for classification establishes the position purpose, its typical activities and baseline performance requirements and assists in managing the expectations of the position holder, whether or not they are recruited externally or placed and/or promoted from within the organisation. Position descriptions and position classification is therefore a foundation block for people management practices across the organisation.
Importantly, position classification is an assessment of the position, not the staff member, and is not a mechanism for a salary increase on the grounds of personal merit or performance. The University has a range of reward and recognition options for supervisors to consider in these circumstances.
Position classification is used to define the content/work value of a position, not the volume of work. Work value is dependent on a range of factors including the experience, skills and training required to perform the duties, including the accountabilities and responsibilities and level of impact the position has within and external to the work unit.
Staff members are provided with an opportunity to submit a position classification request, although the normal expectation would be that this is done jointly in consultation with and therefore the endorsement of their supervisor. In such cases, where this does not occur, the University will ensure that both the staff member and the supervisor are provided with a fair, equitable, open and transparent process which will allow for an informed decision to be made by the Classification Review Subgroup/Committee.
6. Policy Review
The University may make changes to this policy and relevant procedures from time to time to improve the effectiveness of its operation.
7. Further Assistance
Any staff member who requires assistance in understanding this Policy should first consult their nominated supervisor who is responsible for the implementation and operation of these arrangements in their work area. Should further advice be required staff should contact Human Resources Advisory Service, HR@acu.edu.au or extension 4222.
- Position Classification Request (Form, MS Word Document, 83.4 KB)
- Position Classification for Professional Staff Policy - Attachment 1 DWM Descriptors (Information, PDF File, 42.9 KB)
- Policy Classification for Professional Staff Policy (Policy, PDF File, 279.4 KB)
|Policy applies to||
|Governing Authority||Chief Operating Officer|
|Responsible Officer||Director, Human Resources|
|Date of Last Revision||30/06/2011|
|Effective Date of Last Revision|
|Date of Policy Review *||30/06/2017|
* Unless otherwise indicated, this policy will still apply beyond the review date.
Related Policies, Procedures, Guidelines and Local Protocols
Position Classification Procedure for Professional Staff
ACU Capability Development Framework
Page last updated: 2017-06-28
Short url: http://www.acu.edu.au/policy/796767