Personnel Commission » Classification Study 22-23

Classification Study 22-23

1. Update job descriptions.

2. Ensure jobs are properly classified and ensure classifications are appropriately aligned to a job family.
3. Determine salaries that are competitive for retention and recruitment purposes.
4. Determine relationships among and between classifications and job families.
  • Job Classification Representatives– Represent the classification, review data, proposed changes, and provide information to incumbents as needed.
      • Necessary for classifications with a large number of incumbents.
      • Large classifications such as BMA, Custodian, and Food Services one representative from each school site will be requested.
      • Single incumbent classifications or classes with a small number of incumbents a representative is not needed unless indicated by all in the class.
  • Personnel Commission – Lead Project Coordinator
  • Union Representative – Participate and offer feedback
  • Management Representative – Participate and offer feedback

Instructional/Student Support: 

  • Behavior Management Aide 
  • College and Career Guidance Specialist 
  • Community Liaison 
  • Job Developer
  • Licensed Vocational Nurse
  • Media Clerk/Health Aide (Obsolete)
  • Vocational Technician

Clerical Student Support:

  • Attendance Clerk
  • Computer Operations Specialist 
  • Data Processing Clerk
  • ELD Testing Clerk/Secretary I 
  • Records Clerk 
  • Secretary I 
  • Secretary II
  • Administrative Secretary (Obsolete)
  • Administrative Services Secretary 
  • Clerical Assistant  (Obsolete)
  • Executive Assistant to the Superintendent 
  • Principal’s Administrative Secretary
  • Maintenance Worker – Painter Lead Maintenance (Obsolete)
  • HVAC/R Technician 
  • Maintenance Worker
Benefits/Human Resources
  • Employee Benefits Clerk 
  • Human Resources Analyst 
  • Personnel Analyst
  • Human Resources Technician I
  • Risk Manager
  • Accountant 
  • Account Clerk 
  • Accountant Supervisor 
  • Accounting Technician 
  • Payroll Specialist
Information Technology
  • Information Technology Analyst 
  • Production Technician 
  • Technology Assistant
  • Technology Support Specialist
  • Systems Engineer
  • Athletic Trainer
  • Translator Interpreter
  • Special Education System Technician 
  • Facilities & Operations Program Technician 
  • Food Services Program Technician
  • Lead Safety Officer 
  • Safety Officer
  • Security Supervisor
Warehouse / Print / Purchasing 
  • Document Management Technician (Obsolete)
  • Purchasing Analyst 
  • Stock Clerk
  • Purchasing Agent
Maintenance - Custodial & Grounds
  • Custodian
  • Groundworker
  • Lead Custodian
  • Plant Manager
Food Services
  • Cook
  • Food Services Assistant
  • Food Services Assistant (Driving)
  • Senior Food Services Assistant
  • Food Services Delivery Driver and Store Room Assistant
  • Food Services Area Supervisor
  • Cafeteria Manager
  • Digital Media and Instructional Materials Technician 
  • Digital Media Specialist
  • Assistant Superintendent
  • Assistant Food Services Director (Obsolete)
  • Director of Facilities & Operations 
  • Director of Fiscal 
  • Director of Food Services
  • Director of Human Resources 
  • Director of Information Management Services 
  • Director of Personnel Commission 
  • Director of Security
  • Director of Communications and Events

Why is a Classification Study important?

Updating job descriptions will help us gather information that is necessary for the development of exams for future recruitments, develop employee training, clarify relationships between jobs, provide the basis for performance appraisals, clearly communicate, and introduce new employees to their jobs, and establish lines of career progression. 

Why is the Classification Study being done now?

For many classifications in the District, it has been many years that the job descriptions have been updated. The current job descriptions may not currently account for changes in duties that may have occurred over time.

Will the study include a change in salary?

Once the job descriptions are finalized, the Personnel Commission will conduct a salary study. The Personnel Commission will make recommendations based on the results of the study. For bargaining unit positions, the salary study may be used as part of the bargaining process between the district and the union. For confidential, supervisory, and management positions, the District may use the Commission’s recommendation to determine a salary range. 

What are my options if I don’t agree with my classification description, duties assigned or salary?

An appeal can be submitted for matters within the authority of the Commission.  However, management has overriding interest in determining which functions are necessary, and which are not, to accomplish the District’s mission. The District has discretionary authority to approve salary, which is a matter involving bargaining if represented.


How will the study be conducted?

The Personne Commission staff will work with a Classification Study Committee composed of a representative(s) of the classification being studied, union representatives, and district representatives. 


What will I need to do?

All employees will be asked to complete a job survey (online or paper format) and return to the Personnel Commission Office. We may use other methods of data collection such as focus groups and job observations. 


Once drafts of the job descriptions are prepared, you will be asked to provide input directly to the Personnel Commission or to your job representative. 


What will the job representative be required to do?

As a job representative, you will be asked to participate in committee meetings and represent all of the employees in a classification. You will be asked to assist and communicate with the employees in classification to provide information and seek input.


Am I required to participate?

No, it is not mandatory that you participate in the Classification Study. If you do not participate, others will participate and provide input on your behalf. However, we can not stress the importance of your participation to ensure we capture sufficient data to ensure our job descriptions are up to date. 


Is my union involved in the study?

Yes, union leadership will be involved throughout the study and will receive copies of updated job descriptions and study recommendations. 


Will there be a job title change, and if it does will I get a raise?

Your job title may change but this does not mean your salary will also change. Often we find that titles have become outdated and simply need updating to align with marketplace trends and titles.


Will this have any affect on my position hours or location?

No, this will not result in any change to position hours or location.


How long will the Classification Study take?

A phase can take several months to complete.  The timeline and exact length are subject to change. 


Who do I contact if I have any questions?

You may call or visit the Personnel Commission Office. 


What if I’m still performing duties not listed in my job description?

A reclassification study should be requested when in doubt at any time. Job descriptions are written with a reasonable balance between “broad” and “narrow” job descriptions to encompass a wide variety of duties and responsibilities, and narrow classifications for specialized positions. To think that an employee can’t do anything outside of what’s specifically stated in a job description is not accurate – as long as those duties are within the overall purpose, scope, and level of the class, then the duties are likely appropriately assigned.