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Job Classifications, Assignments and Audits Policy 418.01

Job Classifications, Assignments and Audits Policy 418.01
Johnson County Community College
Series: 400 Personnel
Section: Compensation and Benefits

Applicability: This Policy applies to all Johnson County Community College (“赌钱app可以微信提现” or the “College”) employees, unless otherwise stated.

Purpose: The purpose of this Policy is to define job classifications and describe how job assignments and audits are utilized by the College.

Definitions:

“Full-Time” means an employee who is regularly assigned to work forty (40) hours per week.

“Part-Time” means an employee who is regularly assigned to work thirty (30) hours or fewer per week including adjuncts who are part-time instructors.

“Salaried” means an employee who is paid a predetermined fixed amount which is not dependent upon hours worked.

“Hourly” means an employee who is paid upon the basis of hours worked.

“Regular” means an employee appointed or hired for a position that has no defined date of expiration.

“Temporary” means an employee appointed or hired for a position that has a defined dated of expiration.

Statement:

I. Job Classifications

College employees are classified as Full-Time or Part-Time, Salaried or Hourly, and Regular or Temporary. In addition, an employee may also be categorized as a “professional employee” in accordance with, and as defined by, K.S.A. 72-2218 et. seq.

II. Job Assignments

The College shall have the right to make and change job assignments, establish and modify job classifications, and establish and amend work rules and workloads, in accordance with the 赌钱app可以微信提现 Compensation Plan or the Master Agreement, as applicable.

III. Job Audits

A job audit request may be submitted to Human Resources as a result of job restructuring due to a vacancy or based on significant market factors impacting College recruitment or retention initiatives. Requests for job audits must be submitted by a vice president (or higher-level employee) in order to be processed by Human Resources. Any change recommended as a result of job audit must be authorized by Human Resources and may be subject to Board approval.

The College may retain the services of an external consultant to conduct an overall review of position classifications, pay systems, or the internal job audit process.

Date of Adoption:
Revised: 03/16/1995, 10/07/1999, 12/15/2016, 11/18/2021 (material incorporated from Definition of Job Classifications Policy 418.02)