Saint Louis University

Job Classification

Pay is determined, in great part, by the job classification of the position occupied by an employee. To classify jobs, the University evaluates job duties and responsibilities to categorize jobs of a similar nature into classification descriptions and pay ranges. This job evaluation system permits equitable groupings of similar jobs to determine market pay ranges.

The University's job evaluation system analyzes positions in terms of compensable factors. These factors relate to the requirements of the job itself, not to the credentials or performance of the person in the position. The University's compensable factors include education, experience, decision making, authority, contact with others, impact, independence, visual effort, physical effort, and work environment, including any hazardous duties. Jobs evaluated at a similar level of responsibility in terms of these compensable factors are placed in the same pay grade.

Job Reclassification
Duties and responsibilities of jobs may change significantly (60% or greater). When significant change occurs, a supervisor may request a classification review from the compensation office of human resources. A Position Analysis Booklet (PAB) must be completed to initiate the review. Discussions with the supervisor and staff member regarding duties performed, frequently are included in the review. Based on a comparison of the duties and responsibilities being performed against the standards of job evaluation and of other positions in the department and the University, a classification recommendation will be made from the compensation office.

Job Classification Process
The following steps describe the job classification process.

Step 1: Initiate a job classification review.  The department will initiate this process for the following:

  • for the creation of a new position,
  • when job duties have changed, either increased or decreased substantively, or
  • when a vacancy occurs in a position for which there is no up-to-date job description.

Step 2: Complete a PAB.

The business/hiring manager or designee completes the PAB as part of a business plan and acquires appropriate management approval. Supervisors should not release any information regarding title or salary changes to employee before this process is completed and the recommendation is approved. The PAB is forwarded electronically by the business/hiring manager with the approval to review to

Step 3: Forward the PAB and any approvals or additional information to  The compensation office analyzes the PAB in conjunction with human resources consultants.

Step 4: Receive recommendation information from the compensation office.  The following information will be received by the hiring manager or designee:

  • A memo containing the recommended job title, position class code, employee class, exemption status, pay grade, and pay range;
  • A job description summarizing job duties contained in the PAB, to be used for recruitment. A department may keep a detailed job-specific description for use with the Performance Communication Plan, ensuring the overall sense of duties are the same and the minimum qualifications are an exact match.
  • Instructions for the next steps including:
    • obtaining management and vice president-level approval of the classification and pay grade assignment; and the
    • process to implement the change in classification in a current position of to recruit for the new/vacant position.

Step 5: Email recommendation approval to the compensation office at

Step 6: Request a new position number (for newly classified positions only) by filling out the position number request form and emailing it to

Address any questions to Anthony Panozzo at 314-977-2680.

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