Class 1 Classification Resources

The following resources are available to guide the University Community through the classification process for Class 1 Staff.

Classification Resources

Flow Chart Hiring

The above is an example of the process work flow for Staff Classification in ROCS.

Classification Process/Workflow

Submitting a Classification Request:

Step 1: Initiator (Optional) enters the position request into ROCS and submits to Budget for review.

  • Please note: All positions require an up-to-date organizational chart to be uploaded.

Step 2: Authorizer I reviews request and if approved sends to Budget (if utilized) or Authorizer II.

Step 3: Budget (if utilized) reviews budgetary information included in the request.

Step 4: Authorizer II reviews request and submits to Case Manager.

Step 5: Case Manager assigns submitted request to appropriate UHR representative.

Step 6: UHR reviews request and determines appropriate classification.

Tips:

  • If the Initiator role is not used Step 1 is performed by Authorizer I.
  • If the request is to reclassify or fill a vacancy please include the name/employee ID of the current/previous incumbent.
  • There is a departmental comment box field where you can indicate any useful information that may assist UHR during the classification process.
Classification Action Types

When submitting a position request the respective action should be selected:

  • Classify a New Position - Create a new position that has never existed in your department/unit prior.
  • Reclassify an Existing position - Update/change the duties, requirements, or scope of an already established position.
  • Fill a vacancy - Request to post a position that is or will soon be vacant; no or minimal changes to established duties, requirements, or scope.
Creating A Job Description (RBHS)

Competency-Based Job Description (for facilities requiring The Joint Commission review)

Developing a Competency-Based Job Description is the first basic step to competency validation. A Competency-Based Job Description should include the job summary / objective / essential duties of the job, requirements, legal compliance, primary source verification and patient populations to whom care is to be delivered (if applicable). This information must be defined clearly in the job description along with ADA physical demands and work environment. The resources below provide a template for creating a Competency-Based Job Description as well as a glossary of terms regarding specific and/or mandated guidelines.

Helpful Tips for converting a Competency-Based Job Description/Performance Appraisal to Competency-Based Job Description format 

We recommend using a Competency-Based Job Description for all clinical positions, even if the unit does not require Joint Commission Review.

Standard Job Description

A standard job description should also include the job summary / objective, essential duties of the job, requirements, legal compliance, and work environment. Each of these items should be clearly defined in the job description. 

Generic Job Descriptions

For Camden, Central Administration, New Brunswick, and Newark Positions the following generic descriptions are available to serve as the foundation when creating a new or revised position description:

For RBHS generic job descriptions please access the database (must be accessed from an on campus computer or while on VPN).

Additional Resources

  • For Classification Forms used in the classification of Class 1 positions please visit our online Forms Library.
  • For Collective Negotiation Agreements for aligned Staff and Faculty positions please