Position Creation

Step 1

(i): To establish a new position & determine the classification– The Line Manager may identify an existing position that is comparable and use its position description as a base OR use the Position Design Guide to define the role, responsibilities and scope of the position to be established.

(ii): To initiate a review of a position’s classification – The Line Manager or occupant of the position will identify the changes to the role & accountabilities that are significant and would have implications for the work value of the position.

Note: Minor changes to a position description can be made and registered as an update without reviewing the position classification.

Step 2

Line Manager or occupant prepares a formal request to create a position/review the classification by completing a request form.

Provide the following information:

• Rationale for the request
• Current/proposed organisation structure chart
• Summary of current/proposed position details including title, classification, position number, reporting relationship, organisation unit, location, occupancy, market loadings.
• Summary of changes affecting the position since last review/determination (and which other positions have been affected).
• Position comparisons (internal/external)
• Potential budget implication
• Potential flow-on effects to other positions in organisation unit
• Position Design Guide/Description

Step 3

Obtain Line Manager endorsement of the request and submit request to HR Account Manager for investigation.

Step 4

HR Account Manager undertakes to review and investigate the position creation/classification review request.

Check:

• Establishment details on CONCEPT system.
• Existing registered position description.
• All other information provided/required for the request.

Consider:

• What the request is trying to achieve
• Possible flow-on effects to other positions within the organisation unit and throughout the organisation.
• Organisation design principles
• Job design principles
• Generic position descriptions
• Generic competencies

Step 5

HR Account Manager undertakes a HAY job evaluation assessment and includes assessment of classification in recommendation.

Step 6

HR Account Manager prepares and submits a recommendation report to Dean/Director for endorsement or approval in accordance with HR delegations.

Include:

• Reason for the request
• Current/proposed position details
• Brief history of the position OR changes since last determination.
• HAY job evaluation
• Comparative position(s) data including benchmarks, market value comparisons, like positions.
• Comment on relativities/flow-on effects.
• Investigators comments (if necessary)
• Recommendation on classification and, if appropriate, the incumbent’s eligibility for reclassification along with the position.
• Endorsements by line management

Step 7

Decision made on the request by appropriate authority under the HR Delegations.

Step 8

HR Account Manager advises outcome of request to Line Manager/occupant.

Step 9

HR Account Manager ensures the outcome of process is recorded, filed and any subsequent approved changes actioned.

Arrange:

• Filing of the request on a Position History File.
• Registration and recording of the position description.
• Ensure establishments records (CONCEPT) are updated.
• Ensure any changes affecting an employee are actioned.