Classification & Compensation
Classification systems are frequently used to organize and define different types of work when organizations have large numbers of diverse jobs. Classification systems create a "matrix of relative value" and provide a basis for establishing and maintaining pay rates, which within OUS are collectively bargained. OUS uses a narrative classification system comprised of approximately three hundred distinct classifications, with each written classification specification representing a level of responsibility within this matrix.
A classification specification is a generic document that describes the level of work to be performed and not the specific content of any given job. A position is a single job defined by a written position description in which the unique assigned duties are clearly delineated.
Allocation to a class, or movement of a position from one classification to another, is based on the preponderance of assigned duties. Job duties must be analyzed by Human Resources in order for a classification change to occur. This change process, known as reclassification, is "incumbent neutral" and thus not dependent upon personal employee characteristics (knowledge, skills, abilities, performance, amount of work produced, seniority, etc.). Review of a position for classification also relies on "benchmark" jobs, comparable positions, and precedent, in addition to OUS classification specifications.
For further information, please contact Human Resources at 541 346-6296.