Classifying Positions

The University is committed to openness and transparency throughout the evaluation and classification process and seeks consistency and equity in classification outcomes across the University.

For the purpose of this document, the term "staff" or "staff members" refers to Professional, Security and Grounds staff.

What is job evaluation?

Job evaluation is the process used to measure the relative job worth of positions within an organisation at a point in time. Job evaluation focuses on the actual requirements of the position, not on a person or their performance. Job evaluation measures the content/work value and not the volume of work. The work value of the position is dependent on a range of factors including the experience, skills and training required to perform the duties and responsibilities of the position.

Why are positions evaluated?

Positions are evaluated to establish internal relativities and to determine the appropriate classification level within the University's applicable Industrial Instrument and this in turn establishes the salary range.

When might job evaluation occur?

When the requirements of the position have changed, or when there have been significant changes or growth in the role, or when new roles have been created, the position will be formally evaluated.

Trained job evaluators in the People, Talent and Culture Unit evaluate positions based on one or more of the following circumstances:

Creation of new positions
Ongoing significant change(s) to the function or scope required of the position
Change(s) to the position over time as a result of redesign or change(s) to other jobs that directly affect the functions and / or focus of the position
Change(s) to a position as part of a restructure of the immediate organisational area
Change(s) to a position as a result of the restructure of another organisational area that directly affects the position's function and / or focus

Staff classification system

The University utilises the Higher Education Officer (HEO) classification grading structure Levels 1-10.

The information required to assess a position may come from position descriptions (PD), performance management documentation, interviews with Supervisors and Staff Members, specially designed questionnaires which are completed by both the Staff Member and Supervisor and the organisational structure chart.

The following systems are used to evaluate positions:

Classification (DWM) Descriptors contained in the applicable industrial instruments
Mercer job evaluation system - Points system

Each position from Level 1 to 10 is evaluated using a comprehensive process based on three areas common to all jobs:

Knowledge and Experience
Problem Solving and Judgement
Accountability

External remuneration benchmarking and advice is also obtained as required (e.g. HEO10 and above).

Criteria for job evaluation

There are four opportunities for evaluating non-casual positions:

New positions

All non-casual positions that are new to the area must be evaluated. If the position (or a similar position) exists within the University, a consistent approach is required. Any relevant PDs will be reviewed to ensure consistency.
Vacant positions

Where the position has not been formally evaluated in the previous five years or where there are changes to the requirements of the position, the position must be evaluated.
Currently filled positions

Positions can only be considered for evaluation where there is someone in the position currently and there is a view that the work value has changed.
Position changes arising from a major restructure

While an organisational area is undergoing a substantial change process, applications for reclassification will be frozen for all affected positions in the area. However, part of the change process may require positions to be evaluated. Applications for reclassification received prior to the notification of a managing change process will still be considered.

Please refer to the following processes:

Classification linking

Classification linking can occur when a position's duties and responsibilities are likely to increase in complexity and depth in line with the needs of the organisational area. The higher level position responsibilities and work require advanced skills, knowledge and experience and are consistent with the classification of the higher level.

Please refer to the Classification Linking Guidelines, which is also located in the resources section of the website.