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Position Classification in Public Organizations

The main purpose of position classification is to facilitate performance of personnel functions across a wide range of agencies within the same personnel system. Position classification is a formal task of American public personnel administration intended to classify jobs in different agencies that have essentially the same types of functions and responsibilities, based on written descriptions. Many positions in different agencies have similar duties, so that it makes sense to group into one classification jobs with essentially the same responsibilities. Recruitment and examination have greater flexibility and value if potential employees can be evaluated in terms of their suitability for general duties and responsibilities. Pay scales also can be set only if positions of duties and responsibilities are grouped so that it is possible to award equal pay for equal work. A written description of the responsibilities involved in a position is the basis for its classification and distinction from other jobs. But there are many obstacles to effective classification. Description of duties is relatively easy, but the exact responsibilities of a position (supervisory tasks, evaluating the work of subordinates, and expectations for initiative, innovation, or suggestions) can be elusive. There are a number of problems with position classification, even under the newer, smaller, and more responsive government structures of the 2000s. Although an agency is responsible for classifying their positions according to existing schedules, there is a legitimate interest in maintaining some consistency from one agency to the next.