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Classification Study

Fall 2024 Update

Work has continued over the summer and into the new school year on the district’s classification study. To date, the team from Ewing Consulting has reviewed all 300+ of the district’s existing job descriptions, analyzed approximately 180 position information questionnaires, and conducted interviews and supervisor reviews.

 

Initial results have been delivered to the district with work still to be done to finalize additional job description recommendations.  Work also remains to be completed on an appeal process that will be accessible once the results of the study are finalized.

 

The Employee Compensation Committee (ECC) will begin their meetings of the 2024-2025 school year later this month. During their meetings, ECC members will analyze and discuss the findings of this study and ultimately make recommendations about a potential implementation timeline.

 

 

Overview

Last February, the Governing Board approved the recommendation of the Employee Compensation Committee to fully implement results of a comprehensive market study of the District’s salary schedules completed over the course of several years. In addition to approving the recommendation by members of the Employee Compensation Committee (ECC), the Board also accepted ECC’s recommendation to move forward with a Classification Study (sometimes referred to as a Reclassification Study).

 

Aim III of our Strategic Plan sets as a top priority our employees and the importance of not only hiring, but valuing our people. The completion of last year’s market study allowed us to be confident that our salary schedules are competitive. Now, a Classification Study will analyze every one of our more than 300 job descriptions to make sure that each one is placed correctly on those updated salary schedules.


-Barry Jager, Associate Superintendent of Human Resources and Employee Relations

Why a Classification Study?

A Classification Study is a review of job descriptions by a third-party expert to ensure positions are appropriately placed by classification and grade on the salary schedule. This evaluation is based on an assessment of the knowledge, skills and abilities required in the role.

 

“Aim III of our Strategic Plan sets as a top priority our employees and the importance of not only hiring, but valuing our people. The completion of last year’s market study allowed us to be confident that our salary schedules are competitive,” said Associate Superintendent of Human Resources and Employee Relations Barry Jager. “Now, a Classification Study will analyze every one of our more than 300 job descriptions to make sure that each one is placed correctly on those updated salary schedules.”

Timeline

The Classification Study begins in the 2023-24 school year and is expected to take at least 12-18 months to complete. Like the Market Study, separate action would be required to implement the study’s findings.

 

A timeline diagram illustrating the steps involved in a market study and subsequent classification study.

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Frequently Asked Questions

  • The study was recommended by the employee-members of Clovis Unified’s Employee Compensation Committee. Its members are involved in choosing the third-party vendor who will conduct the study. ECC members will also receive and process recommendations of the Study in their annual compensation-related discussions. A recommendation related to implementation of study findings and results will also come from the members of ECC.

  • The approximately 40-member Employee Compensation Committee or ECC is made up of members of all of the district’s employee groups as well as classified, certificated and management employees.  A team of business and finance, payroll and human resources employees supports the work of ECC members.

  • The Market Study was focused on overall salary schedules and compared them to other public school systems and a private industry index to make sure Clovis Unified salary schedules were competitive. A Classification Study looks at each of the District’s 300+ job descriptions and analyzes the knowledge, skills and experience necessary in the role to make sure the position is placed at the appropriate grade on the salary schedule.

  • Typically, employees representing each job description will be asked to complete an extensive questionnaire about their role. Additionally, an employee may ask to complete the questionnaire on his/her own. Once a vendor has been identified, more information about the exact process for this study will be shared.  

  • All job descriptions will be included in the study.

  • The study will include an appeal process should an employee disagree with the analysis of their job description.

  • No. No one’s current salary would be reduced due to the outcomes of the Classification Study. If a recommendation was made to reduce the grade of a position, anyone currently in that role would continue to receive their current salary.