ClassComp Key Terms and Definitions
| Classified |
Classified positions are grouped or classified by the Arkansas Uniform Classification and Compensation Act with positions that have similar duties and responsibilities, and that require similar knowledge, abilities, skills, education, and experience. Each classification is assigned to one of twenty-six pay grades that have a minimum and maximum pay level. |
| Non-Classified |
Non-Classified positions are not assigned to a pay grade, however, each non-classified title has a maximum attainable salary for each year of the biennium, called a Line Item Maximum. The actual pay for a non-classified position is determined by the University and departmental budget and by the employee's qualifications. Examples of non-classified titles include faculty and most administrative titles, Project/Program titles, and Research titles. |
| Reclassification |
Reassignment of a position to a different classification when duties and responsibilities have significantly changed either in nature or level. |
| Fair Labor Standards Act |
This federal legislation, enacted in 1938, sets minimum wage, overtime pay, equal pay, record keeping, and child labor standards for employees who are covered by the act and are not exempt from specific provisions. The FLSA is enforced by the Department of Labor. |
| Audit |
A Human Resources representative conducts an audit of a position when the position's duties have changed significantly enough that a reclassification may be necessary. The audit generally consists of an interview between the incumbent in the position and the Human Resources representative during which the duties, responsibilities, and changes in the position are discussed. After this meeting, the Human Resources representative will meet with the supervisor of the position to discuss the position. If the position is vacant at the time of the request for review, the Human Resources representative will conduct a "paper audit", which involves reviewing the current Position Classification Questionnaire (PCQ) for the position and discussing the position with the supervisor. |
| Essential Physical Requirements |
As defined by the Americans with Disabilities Act, a physical requirement is essential to a position if the physical activity is actually required in order to perform a normal/routine task of a job and that removing the task would fundamentally alter the position. |
| Provisional Position |
Policy: Section 3 of Arkansas Code 6-63-305(a) states that in the event that additional funds, grants, or collections become available that were not authorized or contemplated at the time of passage of the biennial Appropriation Act for operations for each institution enumerated in subsection (b) of the section, that such new funds make it possible for the recipient institution to engage in education projects would make it necessary to employ additional personnel. Definition: Positions not authorized at the time of passage of the Campus Appropriation Act but which may be authorized by the Office of Personnel Management (OPM), if additional funds, private gifts, grants or collection become available during the biennium. |
| Crossgrade/Downgrade |
Policy: Policy section 210 subsection 5.1 state that the allocation of a position to a particular class may be changed by the Office of Personnel Management (OPM) between legislative sessions to assure correct classification, provided that no position is reclassified to a grade higher than that grade authorized by the General Assembly. Definition: When a position is needed at our institution due to a reclassification of a classified or new classified position request that is not currently authorized in our Campus Appropriation Act, it is necessary to give up (trade) a position that is authorized in order to obtain the new position. The title we give up must be assigned to a grade equal to or higher than the title we are requesting. |
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