HBA Consulting has undertaken classification review processes for public sector organizations for 17 years. These processes involve independent assessments of roles using work level standards, bulk assessments of roles against standards during organizational changes, and reviews of the standards themselves. Key factors in individual classification reviews include job functions, activities, complexity, authority, required advice, client relationships, knowledge and skills, and supervision levels. When conducting reviews, classification principles of using standards, transparency, work value changes, and evaluating job requirements are important to consider.

1. HBA CONSULTING
your business, your people, our services
Classification Review Processes

2. HBA CONSULTING HAS UNDERTAKEN A NUMBER OF CLASSIFICATION REVIEW
PROCESSES FOR A RANGE OF PUBLIC SECTOR ORGANISATION ACROSS THE
PAST SEVENTEEN YEARS. THESE PROCESSES HAVE INVOLVED:
• The completion of an independent expert assessment of an individual role
using the current organisation's work level standards
• Bulk assessments of roles against work level standards to assist in the
integration of staff and roles flowing from machinery of government
changes to organisations
• The review and redevelopment of the work level standards that underpin
classification processes

3. FROM OUR PERSPECTIVE, THERE ARE SOME KEY FACTORS IN CLASSIFICATION REVIEW
PROCESSES. AT THE INDIVIDUAL ROLE LEVEL, THEY INCLUDE MATTERS LIKE:
• functions of the work area;
• role and activities of the job ;
• complexity of the work, including requirements for interpretation; analysis
and problem solving;
• authority and accountability, including relevant delegations and thorisations;
• level of advice required to be provided;
• client relationship responsibilities, including the degree of internal/external
negotiation required;
• knowledge, skills and qualifications required;
• supervisory responsibilities; and
• level of supervision received.

4. WHEN UNDERTAKING A CLASSIFICATION REVIEW, IT IS IMPORTANT TO BEAR
IN MIND A NUMBER OF UNDERPINNING 'CLASSIFICATION PRINCIPLES'. THESE
ARE:
• The classification level of positions will be determined against existing
work level standards. Job analysis and job comparison may also be
undertaken to provide a wholesome approach to the evaluation process.
• Open and transparent processes will be undertaken to ensure fairness and
equity (and consistency in classification levels across the organisation) in
decision-making.
• Work value is integral to classification. Changes in work themselves may
not lead to a change in classification - changes in work value may arise
from changes in the nature of the work, skill and responsibility required or
the conditions under which that work is performed.
Continued ………

5. • In addressing a proposal for reclassification, there will be a requirement to
demonstrate that a significant net addition to work value has occurred
from the last adjustment for work value for that classification
• When undertaking a classification assessment, care should be taken to
evaluate the job of work required to be performed, not the
skills/capability/individual contribution of the existing or prospective
employee.

6. For more information about HBA Consulting’s Classification Review Services, please contact:
Gary Champion
Principal
HBA Consulting
02 6247449
gary.champion@hbaconsulting.com.au
Primary Contact
Tel: 02 6247 4490
Post: PO Box 6262, O'CONNOR ACT 2602
Office : 29 Somerville St SPENCE ACT 2615
Website: http://www.hbaconsulting.com.au
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