(1) Classification descriptions are developed
and published by the
department as needed. They contain information about the
job classification which may include examples of duties and responsibilities
assigned, knowledges, abilities and skills required, and qualifications. They
may be used by
department staff as one of several resources for arriving at
position classification decisions.
Classification descriptions are not intended to be
all-inclusive. That some duties performed by an incumbent are or are not
included in a classification description is in no way to be construed as an
indication that a position is or is not assigned to the correct or incorrect
job classification. Position classification decisions shall be based upon the
preponderance of duties assigned to the position.
(2) Position classification guidelines are
developed and published by the
department as needed. Their purpose is to
document information about the duties and responsibilities that may be
typically associated with a job classification or a series of job
classifications. They may describe the kind and level of duties assigned, as
well as the skill, effort, responsibilities and working conditions associated
with job performance. Where the job classification being described is one in a
series, the position classification guideline may compare and contrast the
similarities and differences among levels in the series.
Position classification guidelines are generally intended for
use by department staff as one of several resources that may be used in
arriving at position classification decisions.
(3) Nothing in a classification description
or a position classification guideline shall limit an appointing authority's
ability to assign, add to, delete or otherwise alter the duties of a
position.
(4) Changes to the
minimum qualifications in a classification description shall have no effect on
the status of employees in positions in that class, except where licensure,
registration, or certification is changed or newly required.
