Staff Personnel Manual (SPP)

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Effective: 2/15/1984

Revised: 7/1/2013

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SPP 402–01: Classification of Positions

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To describe how positions are categorized

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Arizona Board of Regents Policy Manual - 6–101; –102; –301; –402
University policy

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University positions are classified into a career category to reflect differences in scope and responsibility, the level of expertise required in the position, and the impact of that position on the university as captured through a job description. Market pricing is the method by which the classification is assigned a Market Reference Point (MRP). All of these factors are taken into account when classifying a position.

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New, vacant, or filled regular classified employee, university staff, and non-faculty administrator positions

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Career Categories

  • Leadership
    • Responsible for defining and establishing the vision, mission, and strategic objectives of the university
    • Senior executive level positions typically reporting directly to the president

  • Strategic
    • Responsible for implementing strategic vision and associated initiatives for the university
    • Plans and directs operations/outcomes in multiple, synergistic areas
    • Responsible for budget execution and financial results
    • Includes University Management Team

  • Tactical/Managerial
    • Focuses on strategic operation in a specific operational/academic area or function
    • Manages direct reports
    • Manages/monitors budget within guidelines
    • Translates goals into implementation of tactics
    • Includes mid-level leaders and high-level individual contributors

  • Functional/Tactical
    • Applies critical thinking and knowledge for implementation of tactics
    • Involved in functional decision making
    • Applies independent thinking and interpretation for problem solving
    • Supervises staff, sets priorities of work, and prepares performance assessments
    • Includes exempt/individual contributor and/or functional management levels (e.g., program management with no staff supervision)

  • Task/Operational
    • Performs assigned operational/administrative support tasks under direct or close supervision
    • Works within defined parameters, policies, standards, and/or practices
    • Includes team leads who primarily perform similar work to those assigned; sets work schedule and priorities

Job Classification Descriptions

Administrative officials and the Office of Human Resources (OHR) work together in partnership to develop the appropriate classification description for new or vacant positions. Reclassification of vacant or filled positions occurs when there has been a significant change to the essential functions and scope of the position. Decisions regarding the mix of classifications within an area/unit are subject to availability of funds and organizational need.

After a classification decision has been made, the administrative official in the requesting area/unit is responsible for obtaining necessary approvals and documenting the decision in the employee’s departmental personnel file.

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