Position Allocation Process
Employers are responsible for allocating or reallocating each classified position to a class in the classification plan. Typically the allocation decision is made by the Human Resource (HR) Manager based on a recommendation from the HR Consultant. If you are new to HR and the allocation process, you may first want to check the Frequently Asked Questions.
- Is the process used to assign individual positions to a job classification.
- Is initiated by the employer when there is a:
- New or vacant position
- Reassignment of duties
- Reorganization – typically impacts more than one employee. Note: Management should consider the impact of changing position duties and responsibilities. For additional information see Y-Rate Definition, Causes, and Considerations.
- May be initiated by an employee (incumbent) through a request for a position review. See Position Review Request-Employee Portion.
- Is accomplished through a position review requiring thorough analysis of:
- Relevant class specifications
- Duties and responsibilities of the position.
Proper allocation supports:
- Integrity of the classification system.
- Appropriate use of state funds.
- Pay equity for employees performing the same body of work.
Position Allocation Guidance
Allocating positions is not always clear-cut. This guidance is intended to help HR in the allocation and position review process. The purpose of a position review is to determine which classification best describes the overall duties and responsibilities of a position. While allocations are on a case-by-case basis, this guidance provides a framework to help ensure more defensible allocations. Generally, position reviews include the following steps:
- Ensure Current and Accurate Position Description
- Determine Relevant Class Specifications
- Understand Allocating Criteria
- Understand Duties in Position Description
- Conduct Desk Audit
- Determine Appropriate Allocation
- Write Your Decision