• The University establishes and maintains a system for the evaluation and classification of all support staff positions.
• The responsibility to classify new positions or reclassify existing positions belongs to MSU Human Resources Compensation and Benefits (TCW).
• MSU Human Resources Compensation and Benefits provides consultation on job design and structure, reviews and analyzes classification requests, and makes recommendations based upon criteria established for University support classifications. MSU Human Resources Compensation and Benefits also conducts labor market analysis in order to maintain internal and external equity.

• Determines need for position or reclassification.
• Identifies: Position Description Questionnaire Template
  • duties/responsibilities of position, and
  • knowledge and skill levels required to perform duties upon entry into the position.
• Attempts to match duties with existing classification descriptions.
• Discusses need for creating new classification with MSU Human Resources TCW.
• Summarizes any special equity or market issues that apply.
• Submits completed Staffing Request Form via the EBS Portal,

• Reviews request considering:
  • duties/responsibilities, and
  • skill/knowledge requirements for entry into the classification.
• Analyzes request by reviewing pertinent material/data and/or through discussions with department/MAU representatives and/or employee.
• Makes comparisons with same or similar classifications in University system or with other employers as necessary.
• Determines whether position responsibilities:

• fit current classification,
• require creation of new classification,
• require revision to an existing classification, or
• result in no change or reclassification.

• Refers recommendation to MSU Human Resources Employee Relations for purposes of informing involved bargaining group(s) as necessary, e.g., when a position changes bargaining units.
• Notifies department of classification decision and returns Staffing Request form through MAU.
• Analysis of position responsibilities may result in:
  • higher or lower grade level,
  • no change in grade level or classification,
  • new or revised classification, or
  • change in employee group.

• Should be prepared to implement MSU Human Resources Compensation and Benefits determinations. Maximum retroactivity is 30 days from the date of receipt of the Staffing Request form with approval by the MAU administrator.  Reclassifications that require a change in bargaining group (e.g. APA to APSA and vice versa) will no longer be approved retroactively. In addition, reclassification requests with:
• a requested effective date of October 1 or earlier,
• received by HR three weeks prior to the load of Professional data in the raise tool or later; will not be approved retroactively and would be effective no earlier than October 2.
• Follow procedures for filling vacant positions where appropriate (see Policy and Procedure for filling vacant positions [regular]).