Classification Program For Non-Faculty Bargaining Units Practice Directive P320 Effective September, 1997


320.1 The classification program is designed to ensure that the skill level required and the responsibilities assigned to employees are accurately reflected in position descriptions and that positions are appropriately classified in accordance with the Classification and Qualification Standards issued by the Trustees of The California State University (CSU) as implemented at San Francisco State University.

320.2 A classification and/or skill level review may be initiated by the employee, Dean/Director or by the Human Resources Department as part of a system-wide or campus review.

320.3 Classification and/or skill level reviews are normally conducted in response to a change in skill level requirements or position responsibilities, a reorganization/structural change or the establishment of a new position. The supervisor is responsible for preparing position descriptions and ensuring that each employee has a position description which reflects the responsibilities assigned and skills required. Determination of the appropriate classification is based on the skills required to perform the job and nature of work assigned. Factors such as independence, autonomy, innovation, creativity, decision making, judgment, complexity, routinization, supervision given and received may also be considered.

320.4 The effective date of a reclassification and/or skill level shall normally be the first of the month following Cabinet Officer's approval of the classification and/or skill level recommendation made by the Human Resources Department.

320.5 The salary of an employee moving to a classification or skill level with a higher salary range shall normally be 5% or the minimum of the new salary range, whichever is greater.

320.6 Funding for reclassifications and/or higher skill levels shall be borne by the department in which the position resides.


320.7 The Classification Program shall apply to all employees in temporary, probationary and permanent non-faculty positions including confidential and administrator positions covered by the Management Personnel Plan.

320.8 Employees not covered by these guidelines include Instructional Faculty, Auxiliary employees, Teaching Associates, Graduate Assistants, Special Consultants, Casual Workers, Student Assistant/Work Study and Volunteer employees.

320.9 Where the provisions of this policy and procedure are in conflict with the Collective Bargaining Agreements reached pursuant to Chapter 12, (commencing with Section 3560) of Division 4 of Title I of the Government Code, the Collective Bargaining Agreement(s) shall take precedence.


320.10 MANAGEMENT INITIATED REVIEWS: The Supervisor and/or Dean/Director shall prepare and forward to the appropriate Cabinet Officer a memo (the Cabinet Officer must sign the memo to authorize Human Resources to conduct the review). The memo shall identify the reasons for change in assignments, e.g. legislation, reorganization, new functions. A current and revised position description (HR 320A), including organization charts shall be forwarded with the memo.

320.11 EMPLOYEE INITIATED REVIEWS: An employee may request a classification review provided the request is made at least eighteen (18) months after the completion of a previous classification review and/or skill level determination. An employee's request shall be submitted in writing to the employee's supervisor and must include copies of the current and revised position description (HR 320A) including organization charts. The employee shall also submit a memo outlining the changes in skills and responsibilities upon which the request is based.

320.12 The supervisor shall forward the employee request as soon as possible to the Dean/Director and Cabinet Officer for authorization and submission to Human Resources for review. The supervisor shall prepare and submit a memo with the employee's request that verifies or refutes the changes in responsibilities and skill level required (if confirming the changes, the supervisor shall include the date the changes occurred, and when changes are expected to take place).


320.13 The review process may include one or more of the following:

  1. Analysis of materials associated with the position including the position description statement of changes in responsibilities and skill levels.
  2. Interviews with the incumbent(s), supervisor(s), and/or managers individually or in groups.
  3. Comparison with other positions on/off-campus for similarities and differences in skill level, difficulty, responsibility and qualification requirements.

320.14 The Human Resources Department shall formulate a classification recommendation, review the recommendation with the Cabinet Level Officer and obtain approval, communicate in writing the classification determination, including the reasons for the decision, within 180 calendar days after initiation of the request.


320.15 An employee may appeal a classification and/or skill level determination to the Director of Human Resources no later than fifteen (15) calendar days after receiving written notification of the decision. The appeal shall include the specific reasons for disagreement with the classification determination. The process for an appeal review shall be similar to 320.13. The classification and/or skill level decision resulting from the appeal shall be final and not subject to grievance procedures.