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Classifying positions

Job Evaluation of Professional, Security, Grounds and Document Services Staff Positions:


The University is committed to openness and transparency throughout the evaluation and classification process and seeks consistency and equity in classification outcomes across the University.

For the purpose of this document, the term "staff" or "staff members" refers to professional, security, grounds or document services staff.

What is Job Evaluation?
Why are Positions Evaluated?
When might Job Evaluation Occur?
Staff Classification System
Criteria for Job Evaluation

What is Job Evaluation?

Job evaluation is the process used to measure the relative job worth of positions within an organisation at a point in time. Job evaluation focuses on the actual requirements of the position, not on a person or their performance. Job evaluation measures the content/work value and not the volume of work. The work value of the position is dependent on a range of factors including the experience, skills and training required to perform the duties and responsibilities of the position.

Why are Positions Evaluated?

Positions are evaluated to establish internal relativities and to determine the appropriate classification level within the University's applicable Industrial Instrument and this in turn establishes the salary range.

When might Job Evaluation Occur?

When the requirements of the position have changed, or when there have been significant changes or growth in the role, or when new roles have been created, the position will be formally evaluated.

Trained job evaluators in the HRU evaluate positions based on one or more of the following circumstances: -

Professional, Security, Grounds and Document Services Staff Classification System

The University utilises the Higher Education Officer (HEO) classification grading structure Levels 1-10.

The information required to assess a position may come from position descriptions (PD), performance management documentation, interviews with Supervisors and Staff Members, specially designed questionnaires which are completed by both the Staff Member and Supervisor and the organisational structure chart.

The following systems are used to evaluate positions:

Each position from Level 1 to 10 is evaluated using a comprehensive process based on three areas common to all jobs:

External remuneration benchmarking and advice is also obtained as required (e.g. HEO10 and above).

Criteria for Job Evaluation

There are four opportunities for evaluating non-casual positions:

Please refer to the following processes:

Classification Linking

Classification linking can occur when a position's duties and responsibilities are likely to increase in complexity and depth in line with the needs of the organisational area.  The higher level position responsibilities and work require advanced skills, knowledge and experience and are consistent with the classification of the higher level.

Please refer to the Classifications Linking Guidelines

Further advice

If the manager is unsure about the classification of any type of position they should contact their local Human Resource Professional or the People, Talent and Culture Unit.