It is CSU policy to strive to ensure that duties, responsibilities, and skill levels assigned to staff and management positions reflect the appropriate classification and skill level in accordance with the CSU Classification and Qualification Standards.
The Office of Human Resources has the responsibility of conducting classification/skill level reviews and establishing classification/skill level and Fair Labor and Standards Act (FLSA) designation decisions. Position reviews include internal campus classification/skill level alignment and equity analysis in an effort to promote internal consistency across campus.
These guidelines apply to non-faculty and non-student bargaining unit positions at California State University San Marcos. Where these guidelines and procedures are in conflict with the Collective Bargaining Agreements (CBA's), the Collective Bargaining Agreements take precedence.
The HR classification review process may include any or all of the following:
When HR has completed the review and analysis, a decision will be rendered and communicated to the requestor. If the review was employee-initiated, a copy of the decision will be sent to the manager.
HR will complete the Classification Review Request in 180 days or less from the date the request is received in the Office of Human Resources.
Any change in classification and/or compensation will be effective on the first of the month following receipt of the request in the Office of Human Resources. Any increase in salary will be funded by the incumbent's department.
1. There are two ways to request a classification review:
2. Conducting the classification review
After the classification review request is received in HR, the assigned HR Analyst, or a Human Resources Manager, who is trained in classification methodology will review the revised job description and accompanying materials and conduct the review. The review may consist of an interview with the incumbent, supervisor and/or managers to discuss and clarify the duties; and a comparison of the position to other positions for similarities and differences in matters such as scope, responsibility, and skill level. The assigned HR Analyst analyzes and evaluates the information; compares the position description to the CSU Classification Standards; analyzes which classification best describes the body of work and responsibilities; and determines the appropriate classification level.
Classification provides for common treatment in compensation, qualification requirements, expected responsibility, and other employment policies and procedures.
Positions at California State University San Marcos (CSUSM) are classified based on classification standards developed by the California State University (CSU) system. The CSU Classification and Qualification Standards are periodically updated by the Chancellor’s Office.
The CSU Classification and Qualification standards contain descriptions of the general body of work and typical qualifications for each position classification. They focus on the general type and nature of work rather than specific tasks and duties and are meant to be generic enough to meet the needs of all CSU campuses.
Position descriptions are written by the individual campuses to meet specific campus operational needs. They describe the actual work performed in the job, including the essential job functions, minimum qualifications, etc. They describe the campus specific duties that are performed and describe the structure and reporting relationships for the position on the campus. Position descriptions reflect the current duties assigned to the position and not future or past assignments.
The CSU Salary Schedule provides system wide salary ranges for each position classification and skill level. They are intended to be broad enough to accommodate individual campus differences with regard to cost of living and prevailing wage rates.
A salary range is established for each classification or skill level. Salary ranges specify the minimum, maximum, and service salary maximum salaries which can be paid for a classification or skill level.
The CSU classification standards outline criteria that are used to distinguish positions from one another and to evaluate the classification level of each position. They typically address:
The purpose of the position.
The level and type of knowledge, skills, and abilities required to successfully perform the work of the position.
The level of independence and decision–making required to perform the work.
The level of accountability for one’s own work and that of others.
The level and nature of creativity and ingenuity required by the work.
The scope and effect of decision making and complexity of responsibilities.
The level of supervision given and received.
The nature, level and diversity of contacts involved in performing the work.
The duties described in these campus specific position descriptions are analyzed against the CSU classification standards to determine the appropriate classification.
In determining the appropriate classification for a position, it is the position and not the employee, which is classified. Classification decisions are based on the duties performed and not on factors such as an employee’s length of service, volume of work, or quality of performance.
Classification review should occur when there are substantial changes in job duties and responsibilities. It is not intended to be used as a reward system for an individual employee. Other salary increase provisions are available to address pay issues and changes in duties and skills within the same classification. HR can assist managers in identifying the appropriate compensation strategy.
Position classification reviews can be submitted any time throughout the year. Classification reviews are conducted for the following reasons: