Printer-friendly version

1. Purpose and Objectives

This policy provides for the evaluation and classification of professional staff and research-related professional staff positions for HEW Levels 1 – 9. The policy supplements classification provisions specified in the Enterprise Agreement.

2. Definitions, Terms and Acronyms

Enterprise Agreement - The University of Queensland Enterprise Agreement 2014 – 2017

3. Policy Scope/Coverage

This policy applies to all professional positions in the University at HEW levels 1 – 9.

4. Policy Statement

The University is committed to openness and transparency. The classification of positions provides opportunity for detailed analysis of evaluation, and seeks equity and consistency in classification outcomes across the University, with recourse to high level review. The process provides opportunity for an individual staff member to put their case on job classification.

The evaluation and classification process focuses on the work value of the position, not on the personal performance of the incumbent. The work value of the position includes the training, experience and skills required to perform the duties and responsibilities demanded of the position holder. The evaluation process takes into account the range of work values of a position from the first to the top increment.

Classification or reclassification of a position is not a process aimed at rewarding individuals for meritorious performance. The personal performance of an individual is assessed through the Recognition and Development Program.

The policy allows for broad-banding the classification of a position, or group of positions, between two levels in specific circumstances. This can occur where the incumbent acquires and is required to apply knowledge, experience and advanced skills to perform tasks involving higher levels of know-how, problem solving or accountability. In this event, it may be appropriate to broad-band the classification of the position across two levels.

5. Background

All professional staff on a variety of salary structures and classifications were "translated" across to the University's 10-Level HEW structure in April 1993, in accordance with The University of Queensland Structural Efficiency and Classification Structure Agreement 1993. Each HEW Level has a work value base resulting from that agreement. The methodology used for classification was a system developed by DWM consultants, using "descriptors" for each of seven factors at each HEW level set out in the agreement. A secondary job evaluation process to review and refine the translation outcomes was implemented using the Hay Group Consultants' methodology.

Chief Human Resources Officer Dr Al Jury