Does your agency’s classification plan provide a sound foundation for your overall human resources program?

• Is your plan accurate and up-to-date in reflecting current organization of work and duties being performed by employees?

• Does your job structure reflect a logical progression in job responsibility assignments, and does it facilitate employees preparing for future career movement?

• Do your class specifications/job descriptions accurately document employee duties and responsibilities? Do they meet Americans with Disabilities Act (ADA) requirements?

RSG consultants are expert in assisting your agency to:

Create a classification architecture that both accurately reflects how work is organized and assigned and provides for appropriate career paths and staff development opportunities.

Prepare comprehensive class specifications and job descriptions to document class requirements and job distinctions, as well as meet ADA requirements.

Use job evaluation methodology to evaluate differences in job size and scope to ensure equitable salary grade relationships among classes based on internal job content comparisons.

Integrate the classification plan with HR programs and functions, in particular compensation, recruitment and selection, and performance management.

Formulate a realistic plan for maintaining and updating your classification plan on a go-forward basis.

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