UHR Employment and Compensation Office

1. What is Position Classification?
2. Who determines what my job title should be and how much I should be paid?
3. Are job descriptions available for me to see?
4. I don't think that I am properly classified. How can I get my job reviewed? I think that I should be at a higher grade.
5. I am a supervisor and I want to upgrade my staff. How do I accomplish this?
6. I keep hearing the terms "Exempt" and "Nonexempt." What do these terms mean?
7. What is the purpose of a Position Description?
8. If my position is reclassified, do I have to serve another probationary period?
9. What is broadbanding and who does it apply to?
10. I hear the term "Target Hiring Range." What does that mean?
11. If my position is reclassified, how much of a pay increase am I entitled to?
12. If I am a Contingent employee, can my position be reclassified?
13. Do I get any additional money for completing my probation?

• What is Position Classification?
  Position Classification is a methodology by which jobs are grouped together according to similarities and differences in various kinds of work, the degrees of difficulties and responsibility, and the qualifications required to perform the work. Grouping jobs this way provides a means to achieve equal work and pay variations in proportion to substantial differences. Position classification also provides a basis for recruiting, selecting, promoting, and training employees.



• Who determines what my job title should be and how much I should be paid?
  The Classification Analysts in University Human Resources decide which job titles are appropriate for each job. This decision is based on information that is presented in the Position Description Form. The information included in that form, coupled with conversations with the supervisor of the position and the incumbent in the position help the analyst to make this determination. The analyst also decides the appropriate range of pay based on market data.



• Are job descriptions available for me to see?
  Nonexempt job specifications are on the web. These titles and pay ranges are used throughout the USM. Each job specification has minimum qualifications that are required for anyone who holds that title. In addition, the duties and responsibilities that are listed are typical to that title. Your duties may not be identical to the duties that are listed for your title, but they should be close. In addition, your individual position has a PDF that lists the duties and responsibilities expected of your job. If you don't have a copy of your PDF, contact your immediate supervisor to obtain one.
  
  Exempt positions do not have generic or standard job specifications. Each Exempt position is considered to be unique and has a PDF that is specific to that position. You should have a copy of the PDF for your position. If you don't, contact your supervisor to obtain a copy.



• I don't think that I am properly classified. How can I get my job reviewed? I think that I should be at a higher grade.
  If you don't think that you are appropriately classified then you need to speak with your immediate supervisor, who will help in updating the PDF. Use your old PDF as a starting point and identify the changes that have occurred in the position. Please see the Instructions for Completing a PDF. After completing this form, it should be submitted to the appropriate Dean, Department Head, or designee for approval. It then needs the approval of your Vice President (or designee). The Vice President's office will forward it to University Human Resources for review.



• I am a supervisor and I want to upgrade my staff. How do I accomplish this?
  If you want to reclassify a member of your staff, begin by completing a new PDF for that position. Use the old PDF as a starting document and identify the changes in the position. Please see the Instructions for Completing a PDF. Once the PDF is completed, submit it to the appropriate Dean, Department Head (or designee) for approval. It then needs the approval of the appropriate Vice President (or designee). The Vice President's office will forward it to University Human Resources for review.



• I keep hearing the terms "Exempt" and "Nonexempt." What do these terms mean?
  Definitions for the terms Exempt and Nonexempt are derived from the Fair Labor Standards Act (FLSA). Exempt employees are ineligible to receive paid overtime; thus they are "exempt" from overtime pay. Conversely, Nonexempt employees who work overtime hours receive overtime pay at the rate of time and one half of their regular pay. The Nonexempt employment category is comprised primarily of maintenance, office, service, and technical/paraprofessional positions at the University.



• What is the purpose of a Position Description?
  Position descriptions serve several important purposes, including the following:



• Establishing a basis for assigning a position to a job classification and pay range,
• Assisting supervisors organize work within a unit
• Providing a basis for selecting qualified job applicants
• Serving as framework to help employees meet expected job performance standards
• Stating specific performance standards for the assigned tasks and responsibilities.
  
  
• If my position is reclassified, do I have to serve another probationary period?
  No you do not.



• What is broadbanding and who does it apply to?
  Broadbanding is the salary structure that the University of Maryland, College Park uses for its Exempt employees. There are five broad pay bands. A position can move horizontally across the bands as well as vertically to a higher band, as determined by one of the university's classification analysts on the basis of the duties and responsibilities of the position. Please see the USM website for the current exempt salary structure.



• I hear the term "Target Hiring Range." What does that mean?
  "Target Hiring Ranges" are established for Exempt starting salaries. University Human Resources benchmarks each exempt position against the market, and a market mean (average) salary is identified for the position. The target hiring range maximum for new hires is the market mean (average) for the position, and the minimum is 20% less than the market mean. For example, a position with a market mean salary of $65,000 has a target hiring range of $52,000 to $65,000.



• If my position is reclassified, how much of a pay increase am I entitled to?
  If you are a Nonexempt employee and your position is reclassified to a higher grade, then you are entitled to a 6% pay increase, or you must be brought to the minimum of the new pay range, whichever is greater. If you are an Exempt employee and your position is "reclassified," you may receive up to a 12% "within band" adjustment.



• If I am a Contingent employee, can my position be reclassified?
  If you are a Contingent 2 employee and the duties of your position change significantly, then your title can change. In this case, a new Contingent agreement will be executed.



• Do I get any additional money for completing my probation?
  If you are a Nonexempt employee completing an original probation at the University, then you are entitled to a 2.5% pay increase. Also, if you are currently in a Nonexempt position and compete for and are selected for a higher-level nonexempt position, then you are entitled to a 2.5% pay increase at the end of the promotional probationary period. If you are in a Nonexempt position and move to another Nonexempt position at the same pay level, that constitutes a "status change probation." In that case, you do serve a probationary period in order for the department to evaluate your performance; however, you do not receive a monetary increase at the end of that period.