SUBJECT:

Classification Process Review Team Report

Last September a team was appointed by Vice Chancellor Relyea and me
to review the classification process and propose ways to streamline
and modify procedures in ways which improve customer satisfaction and
foster a relationship of shared responsibility between Human Resources
and its customers. In addition, the team was instructed to ensure any
recommendations made were philosophically aligned with the
organizational values and future vision outlined in the Improved
Management Initiatives and related documents.

Judy Johnson, Compensation Manager, served as Team Leader and Karen
Andrews from the Linguistics Department served as Team Facilitator.
The team was comprised of the following representatives from each vice
chancellor area:

Katrina Albrandt Business Affairs
Terrence Alexis School of Medicine
Ann Briggs Addo Resource Management and Planning
Anne Cressey Scripps Institution of Oceanography
Yolanda Garcia Student Affairs
I-Ju Tracy Development and University
Relations
Tony Wood Academic Affairs

After collecting information and deliberating for nine months, the
team delivered their final report in June. The team's extensive
report contains a description of the current environment in terms of
the present organizational culture and existing classification
problems which in many ways are a reflection of this environment and
culture. The classification process within and outside of Human
Resources is documented in the report and classification problems are
categorized into four primary areas as follows:

1) Organizational values are not appropriately reflected in
compensable factors.

2) Inadequate communication results in a lack of understanding and
credibility.

3) The classification process is cumbersome and time-consuming.

4) The current compensation system is unresponsive, placing
unrealistic expectations on the classification system.

A vision of the future is described in the report wherein new
organizational values are articulated and recommendations are made as
to how the classification system should integrate with these new
values. Additional specific recommendations include:

a) The development of an automated market-based job evaluation system
which would slot positions in a pay grade following on-line completion
of a position questionnaire;

b) Improved communications relative to the classification process via
briefings, written communications, the World Wide Web and other
electronic means;

c) Decentralization of classification authority pending the
development of the automated system for selected series;

d) Continued development of master job descriptions for use by
multiple employees; and

e) Continued reduction in the number of job titles.

A complete copy of the report can be located on the World Wide Web under
the Compensation, Classification and Records home page at:
http://www-hr.ucsd.edu/~classification/. The home page can also be
located via InfoPath. I encourage all interested employees to access
this report and review the recommendations contained within. I welcome
your comments as we proceed to evaluate these recommendations and move
toward a more responsive and customer-oriented classification process.
Comments should be directed to Judy Johnson at extension 40986 or via
electronic mail at jjohnson@ucsd.edu.

If you have difficulty in accessing this document electronically,
please consult with your System Administrator. For those still unable
to retrieve the document, you may contact Judy Burt for a hard copy
either at extension 40986 or by electronic mail at jburt@ucsd.edu.

Rogers Davis Assistant Vice Chancellor - Human Resources