Job Classification/Employee Reclassification

Job Classifications

Iowa State University's classification system is a process for systematically analyzing, evaluating and cataloging jobs within the organization. Positions at Iowa State University are described in detail in a position description (PD). 

The classification system compares jobs in terms of their relative contributions to the organization. The outcome of the analysis process results in the classification and allocation of a pay grade level to a position based on duties, job factors and the essential requirements of current and new positions.

Professional and Scientific (P&S): Job category that is based on a point method evaluation system. P&S jobs are assigned to one of the 12 pay grades.

At-willAll employees holding positions with professional and scientific classification titles are covered by P&S policies except those whose administrative policy-making or other responsibilities make it inappropriate for them to be granted regular appointments under the professional and scientific policies.

Merit (Organized): Classifications fall within the organized merit pay matrix and are covered by the AFSCME Collective Bargaining agreement between the State of Iowa and AFSCME. These employees are covered by the rules indicated within the contract, as well as any Merit rules in the Iowa code that relate to items not covered in the collective bargaining agreement. On those issues not addressed in the collective bargaining agreement, the Merit Rules apply. 

Supervisory Merit (Non-Organized): Classifications fall within the non-organized pay matrix and are not covered by the AFSCME Collective Bargaining Agreement.  

Confidential Merit (Non-Organized): A position is identified as a confidential position due to the nature of job responsibilities which give the employee potential access to information subject to use by the employer in negotiating and/or access to information that raises a conflict of interest with other bargaining unit employees. These employees are covered by the provisions of the State Board of Regents Merit System Rules.

Employee Reclassification

Existing positions require formal analysis for possible reclassification when there have been significant changes to the position that have increased the level of a position, have resulted in a significant increase in the value of the work, and the change in duties are deemed to be ongoing in nature.

To be eligible for a position reclassification, you must:

  • Be employed in a P&S or Merit position.
  • Be employed on either a continuous or term appointment, on a part-time or full-time basis.
  • Be performing 100% of the duties as written for a minimum of six (6) months prior to initiating the reclassification request.
  • Meet the minimum qualifications of the requested classification.

Additionally, a position can be reclassified up or down depending on the nature of the change in duties to a positon.

To request a position reclassification, contact your HR Delivery Team.

Fair Labor Standards Act (FLSA)

The FLSA is a federal law originally enacted in 1938 during a period of economic depression to address the lack of federal employment standards. The U.S. Department of Labor (DOL) administers the FLSA, which addresses a variety of employment areas, including:

  • Establishment of the federal minimum wage
  • Rules and exceptions for overtime pay
  • Restrictions on child labor
  • Creation of the forty-hour workweek
  • Requirements for recordkeeping

For additional information on FLSA, you can access the Digital Reference Guide to the FLSA produced by the U.S. DOL here.