Classification and Compensation Analysis Process

Owned by
Sara Yilmaz
Last updated: Feb 10, 2023Version comment
2 min read

This article explains the timelines and procedure for processing Classification and Compensation (Class/Comp) Analysis requests. 

See Classification and Compensation Analysis Process Workflow

Step-by-step guide

A Classification and Compensation Analysis may need to be performed if a supervisor submits a request for one of the following:

  1. Change an employee's salary

  2. Change an employee's salary band

  3. Change a classification salary range

  4. Change or update a classification

  5. Add a new classification

To begin the analysis process, FASS HR will need:

  1. Up-to-date Position Description (if a Position Description needs to go through the update process, see Position Descriptions: Creating or Updating a Position Description process)
  2. Recommendations of comparator positions
  3. Timelines or due dates for positions that may be impacted by Collective Bargaining Agreement negotiations (if applicable).

FASS Agent Step-by-step guide

 Click here to expand...

  1. FASS-HR sends out an annual reminder of upcoming Collective Bargaining Agreement (CBA) negotiations three months before negotiations begin.

  2. Supervisor submits a request for class/comp analysis with required materials at least one month before negotiations begin (if applicable).
  3. Once information is received, FASS-HR Specialist creates a spreadsheet using the Class/Comp template.
  4. Agent gathers information on comparative positions both within and outside of Oregon.
  5. Saves all documentation of comparators, including draft of new Position Description for position in question, and sends to the supervisor for review.
  6. Supervisor reviews the spreadsheet and documentation and makes any notes and changes necessary, and sends it back to the FASS-HR Specialist with approval to submit proposal to UHR Class & Comp for review.
  7. FASS-HR Specialist reviews documentation and makes any necessary changes, repeating steps 6 and 7 as necessary until a final draft is agreed upon.
  8. FASS-HR Specialist sends proposal and documentation to FASS-HR Associate Director for review.
  9. FASS-HR Associate Director sends proposal to UHR.
  10. UHR reviews the proposal:
    1. Non-CBA Position: UHR reviews proposal and approves or denies request. UHR may reach out to FASS-HR with additional questions.
    2. CBA Position: UHR reviews and takes proposal to contract negotiations with union representatives to discuss as part of the negotiation process.
  11. Once approval is received, FASS-HR works with FASS-Payroll to update documentation and process changes. If the request is denied, FASS-HR informs the supervisor.