Final Draft 5/22/03
INITIAL CLASSIFICATION ASSIGNMENT PROCEDURES
II. Determination of Classification
The classification system is comprised of three titles, each representing increases in such things as job complexity,
independence of action, level of supervision received, and length of time needed to master the essential functions. In the
context of this process, the term classification is equivalent to ‘job title.’ Eligible positions will be classified into a new
job title, i.e., classification assignment.
II. Determination of Classification*
The Task Force will recommend the initial classification assignment of current employees to division heads prior to the
time of implementing the new classification/ compensation system. Division heads may submit written requests to the
Task Force to reconsider the initial classification assignment of a position if there is disagreement. The request should
include a justification for the change. The Task Force will consider the request and issue a written response to the division
head within 30 days. Division heads may appeal the decision in writing to the Director of Libraries for final resolution.
The Library Administration Office will arrange a meeting between the Director and the division head within one month of
receiving the written appeal. The Director will issue a written response to the Division head within one month of the
meeting and copy the personnel officer. The appeal process concludes here.
III. Appeal Process
Employees who feel they have been unfairly assigned a classification may appeal in writing to the head of their division
and are required to forward a copy to the personnel officer. The written appeal should include a detailed justification for
classification at a higher level and should focus solely on the employee’s position and not on perceived comparisons with
other employees. The division head will convene a meeting with the employee within one month of receiving the written
appeal. The division head will issue a written response to the employee within one month of the meeting and copy the
personnel officer. If the outcome of that effort is not satisfactory to the employee, a final written appeal can be made to
the Director of Libraries with a copy forwarded to the personnel officer. The appeal should provide detailed justification
for ranking at a higher classification. The library Administration Office will arrange a meeting between the Director and
the employee within one month of receiving the written appeal. The Director will issue a written response to the employee
within one month of the meeting and copy the employee’s division head and the personnel officer. The appeal process
IV. Concluding Comments
All classification assignments require final approval by the campus Human Resources Office. Requests for
reclassifications will follow established campus procedures. Mitigating circumstances such as uniqueness of tasks,
working conditions, turnover rates, etc., may suffice for a determination to be made to classify a particular position at a
higher title. In contrast, some positions will not lend themselves to reclassification to the next level. Divisions are not
required to provide opportunities for advancement beyond the current job classification.
*The Law Library is administered as a separate department within the Law School and is autonomous from the MU
Libraries. Implementation of the classification system and competency statements for Law Library support staff will
parallel implementation in the MU Libraries, but will be administered separately by the Law Library in consultation with
the Human Resources Office. The following specific departures from this document for Law Library Support Staff are
noted: classification designation and competency level determinations will be made by supervisors in consultation with
the Associate Director of the Law Library; appeals will be made to the Director of the Law Library.