31. Position Classification

  1. Professional staff collective agreement
    1. All professional staff, excluding casual staff, will have a Position Statement approved by the Head of Cost Centre. A Position Statement must include the position dimensions, objective, duties, qualifications and selection criteria and to whom the position holder reports.
    2. All professional staff positions will be classified according only to the UNE Enhanced Descriptors (Professional Staff) as set out in Schedule 7 and the University’s Classification Policy.
    3. Positions will be classified at the level which most accurately reflects the work required to be performed, taking into account the duties and responsibilities of the position.
    4. Position Statements will be developed or amended by the Supervisor, in consultation with the incumbent (where there is an incumbent). Staff in the work area, whose work directly interacts with the position being reviewed, will be notified of proposed changes.
    5. Reclassification
      1. Where an employee believes the level of their position has changed, they may apply, through their supervisor, to have a revised Position Statement reviewed by Human Resource Services in order to determine the classification level of their position. The request will set out the reasons why the staff member believes their position should be reclassified. The supervisor will not unreasonably prevent the request from proceeding.
      2. A position will not usually be considered for reclassification within twelve (12) months of its last review, unless a significant workplace change has taken place or the incumbent has vacated the position.
      3. The position classification review will be:
        • of the position, not the incumbent;
        • based solely on the assessment of the Position Statement documentation against the UNE Enhanced Descriptors (Professional Staff) as set out in Schedule 7 and the University’s Classification Policy and does not incorporate any assessment of the personal attributes or performance of the occupant of the position;
        • undertaken irrespective of the funding source; and
        • transparent, with the outcomes documented.
      4. A change in work performed does not of itself constitute a case for reclassification. Reclassification may be appropriate where the duties and responsibilities of the position have been affected by ongoing change. Some other changes may be better addressed by a higher duties allowance. Where a set of duties are only for a fixed term or where the supervisor and employee agree that the duties are temporary, a higher duties allowance will be paid for the duration as an alternative to reclassification.
      5. Where there is an incumbent in a position they will not be disadvantaged if the position is reclassified to a higher level. The incumbent will retain the position and the effective date of the new classification level and remuneration will be the date on which the Position Statement and application for review was lodged with Human Resource Services.
      6. Where there is an incumbent in a position, they will not be disadvantaged if the position is reclassified to a lower level. The incumbent will retain their existing classification level, access to increments and general pay rises for the duration of their occupancy of that position.
      7. Appeals
        • Should a staff member not agree with the outcome of the evaluation, the matter may be referred to the Director of Human Resource Services for review by the Classification Appeals Committee.
        • Appeals for review must be notified within ten (10) working days from notification of the classification outcome.
        • Appeals must be in writing to the Director, HRS and must describe the reasons for the appeal and provide any supporting documentation.
Previous Next