SECTION 3.10 POSITION CLASSIFICATION

Last Update: 9/05

Position classification is the process of determining the most appropriate job class for a position based upon the duties and responsibilities assigned and the competencies required to complete those duties and responsibilities.

The purpose of a position classification system is to establish a structure upon which to base human resource management decisions including:

· Coverage under collective bargaining provisions of Iowa Code Chapter 20

· Hiring (qualifications, type of examination, method of filling positions, etc.)

· Pay

· Eligibility for overtime compensation

· Eligibility for special pay actions

· Coverage under merit system provisions of Iowa Code Chapter 8A.411

· Reduction in force rights

· Training eligibility

The position classification process applies to all executive branch (except Board of Regents) positions, irrespective of the position’s coverage by merit system provisions.

The State’s position classification system consists of approximately 750 job classes. In most cases, positions will fit into one of these existing job classes. When this is not possible, the establishment of a new job class may be requested (see “Classification Structure,” Section 3.45) by the agency.

Job classes are listed in the Classification and Pay Plan (updated and reprinted each fiscal year) in both alphabetical and class code order. The following is an excerpt from the current plan with a description of the kinds of information included in it.

EEO^1	OC^2	OT^3	UNIT^4	PLN^5	PG^6	CODE^7	CLASS TITLE
2	26	2	004N	014	29(-6)	04018	Emergency Management Spec.
2	26	1	004N	004	23	04020	Program Planner 1
2	26	1	004N	004	26	04022	Program Planner 2
2	26	1	004N	014	29	04023	Program Planner 3
1	5	0	004S	000	31	04024	Program & Planning Admin. 1
1	5	0	004S	000	32	04025	Program & Planning Admin. 2

1. EEO 4 Category (EEO):

This code identifies the U.S. Equal Employment Opportunity Commission’s (EEOC) general occupational category to which that job classification is assigned.

01 Official/Administrator	05 Paraprofessional
02 Professional	06 Administrative Support
03 Technician	07 Skilled Craft
04 Protective Service	08 Service/Maintenance

2. Occupational Code (OC):

An occupational code is a numeric code assigned to further subdivide EEO 4 categories obtained from the “Race, Sex, and Occupational Make-up of Iowa’s 1990 Labor Force, EEO Special File.” They are used to obtain labor force availability information reflective of jobs found in the State’s work force.

3. Overtime Eligibility (OT):

Classes eligible for overtime compensation at a one and one-half times (premium) rate are coded “2”. Classes coded “1” receive hour for hour overtime. Classes coded “0” are not eligible for overtime pay.

4. Bargaining Unit and Status (UNIT):

A. Unit

001 Clerical (AFSCME)	006 Security	011 Patient Care (AFSCME)
002 Technical (AFSCME)	007 Public Safety (SPOC)	012 Patient Treatment (Unorganized)
003 Blue Collar (AFSCME)	008 Engineering (Unorganized)	015 Social Services (IMW classes)
004 Fiscal & Staff (field status 104) (AFSCME)	009 Science (UE/IUP)	021 Justice (Exempt)
005 Social Services (UE/IUP)	010 Education (Unorganized)	024 Department Directors, Appointed non-Elected Officials (Statutory)

B. Status

E – Exempt – A class exempted from the provisions of Iowa Code chapter 20 for reasons other than supervisory duties.

N – Nonsupervisory – A class covered by the provisions of Iowa Code chapter 20 and assigned by the Public Employment Relations Board (PERB) to a collective bargaining unit.

S – Supervisory – A class exempted from the provisions of Iowa Code chapter 20 because the duties of the class are supervisory as defined by Chapter 20 and designated by DAS-HRE.

U – Unorganized – A nonsupervisory class covered by the provisions of Iowa Code chapter 20 but not currently covered by a collective bargaining agreement.

5. Pay Plan Code (PLN):

000 Noncontract

014 Clerical (AFSCME 013)

014 Technical (AFSCME 013)

014 Blue Collar (AFSCME 013)

014 Fiscal & Staff (AFSCME 013)

014 Security/Community Corrections (AFSCME 013)

007 Public Safety

009 Science

010 Social Services

014 AFSCME 013

017 Public Safety (Park Rangers)

024 Department Directors/Appointed Nonelected Officials

025 Lottery Key Executive

Note: Social Services 010 and Science 009 pay plans will be combined into the UE/IUP 009 pay plan effective 3-24-06.

6. Pay Grade (PG):

Each job classification is assigned to a pay grade number. Some pay plans have steps within the pay grade. Classes with an elongated pay range are identified with a minus number in parenthesis [e.g. 26(-4)]. This means the class starts at the equivalent of pay grade 22, step 1.

Pay Grades with a plus sign and a percentage sign have higher starting rates (e.g., 26 + 22%). In the example, the class starts at 22% above the minimum of the range.

7. Class Code (CODE):

Five-digit identification number for a job classification.

Class Code (50,000): Positions in these class codes are treated differently for overtime purposes than others in the same classification. Refer to the OT code in the Classification Plan.

Class Code (60,000): Class is covered by the Conservation Officer Retirement System.

Class Code (70,000): Incumbents (specific employees in a class) are covered by the Protection Occupation Retirement System. As employees vacate a class, it will be deleted.

Class Code (80,000): Class is covered by the Protection Occupation Retirement System.

Class Code (90,000): Class is exempt from collective bargaining.

8. Explanation of Symbols and Abbreviations:

PD – Positions are paid on a per diem basis.

ST – Positions are paid a salary specified by statute.

MIL RANK – Positions are paid a salary based on the incumbent's military rank.