Position Classification for Professional Staff Policy
Position classification is the process used to measure the relative job worth of positions within an organisation at a point in time.
Position classification offers an opportunity for a supervisor to consider the position in terms of the strategic goals of the University, cascaded through the organisational unit to the expected operational and performance requirements of the position. In considering the operational and performance requirements of the position the ACU Capability Development Framework provides guidance on the staff competencies that ACU needs to:
Ensure we are successful and
Ensure that we deliver on our Mission
2. Policy Statement
Australian Catholic University is committed to providing the opportunity for Professional Staff and their nominated supervisors, access to a classification review process that provides fair, equitable and responsive outcomes to support the business needs of the University.
3. Policy Purpose
This policy informs Professional Staff and their nominated supervisors of the application of principles for the classification of Professional Staff positions at Australian Catholic University.
4. Application of Policy
This policy applies to all Professional Staff positions up to and including Higher Education Worker (HEW) Level 10 and should be read in conjunction with the Position Classification for Professional Staff Procedure.
Professional Staff position descriptions should normally undergo a classification review when:
a new position is developed;
a existing position will be advertised and the position description is no longer current;
an existing position has changed in a significant way;
an existing position has not been reviewed for a number of years; or
as a result of a change management process.
All Professional Staff positions from HEW Level 1 to 10 will be classified in accordance with the DWM descriptors, as specified in Schedule 3, Part B of the ACU Staff Enterprise Agreement 2017 – 2021 (the Agreement) and Appendix 1 of this Policy.
The DWM descriptors at Part B of the Agreement are the primary determinant of classification. The Hay Points Factor System may be utilised as a secondary system in order to reach an outcome.
The position description prepared for classification establishes the position purpose, its typical activities and baseline performance requirements and assists in managing the expectations of the position holder. Position descriptions and position classification is therefore an important foundation for people management practices across the organisation.
Position classification is an assessment of the position, not the staff member, and is not a mechanism for a salary increase on the grounds of personal merit or performance. The University has a range of reward and recognition options for supervisors to consider in these circumstances.
Position classification is used to define the content/work value of a position, not the volume of work. Work value is dependent on a range of factors including the experience, skills and training required to perform the duties, the accountabilities and responsibilities and level of impact the position has within and external to the work unit.
A Staff member may submit a request for a review of their position classification, although the normal expectation would be that the request is submitted jointly in consultation with and endorsed by the supervisor. In cases where this does not occur, both the staff member and the supervisor will be provided with a fair, equitable, open and transparent process which will allow for an informed decision to be made.
6. Revisions made to this Policy
Major, Minor or Editorial
19 Dec 2016
Policy revision includes reference to the ACU Capability Development Framework (CDF) and other updates to provide greater clarity regarding the classification process at ACU.
1 July 2019
Updated to incorporate provisions of ACU Staff Enterprise Agreement 2017 – 2021.
The University may make changes to this policy and relevant procedures from time to time to improve the effectiveness of its operation.
7. Further Assistance
Any staff member who requires assistance in understanding this policy should first consult their nominated supervisor who is responsible for the implementation and operation of these arrangements in their work area. Should further information or advice be required staff should visit Service Central.