BSU Compensation and Classification Services

Classification Management

The information on this page will help you establish or change classified, professional staff or faculty positions. Specific topics you will find here are:

How to Establish a New Position

A specific Boise State policy describes the process for requesting and establishing new classified, professional staff, or faculty positions. The process applies to any new position regardless of the position's funding source. It is tied to Boise State Personnel Policy 5110-A. You can view this policy at: http://www.boisestate.edu/policy/policy_docs/7110_proceduretoestablishnewpositionorchangeacurrentposition.pdf


How to Change a Position's Hours or Months (FTE)

This section outlines the process for making changes to a position's FTE-- either increasing or decreasing a position's hours or months worked. This is also tied to BSU Policy 5110-A. You can view this policy at: http://www.boisestate.edu/policy/policy_docs/7110_proceduretoestablishnewpositionorchangeacurrentposition.pdf


How to Request a Classified Position Review

This section pertains to conducting a classification review of a classified position to determine if the position is properly classified and compensated. Because Boise State is a state agency, classification work is done in conjunction with the State Division of Human Resources (DHR). When analyzing classifications, we analyze the level and percent of work, decision-making, level of independence and problem solving, among other factors, to make a classification determination. Boise State University Human Resource Services represents and coordinates all department classifications needs with DHR. The policy relating to this process is also 5110-A: http://www.boisestate.edu/policy/policy_docs/7110_proceduretoestablishnewpositionorchangeacurrentposition.pdf


How to Establish and Use Position Descriptions


Boise State University Position Descriptions

Each permanent classified and professional staff position at BSU has a job description specific to that position. The Position Description Questionnaire (PDQ) is used for classified positions, and the Job Description Questionnaire (JDQ) is used for professional staff positions. An updated PDQ or JDQ is required when a request is received to establish or review classified or professional staff positions.

Position Descriptions are used for the following critical personnel and position management functions:

  • Establishing a new position
  • Changing a position or a classification review
  • Managing performance
  • Making ADA accommodations
  • Determining FLSA (Fair Labor Standards Act) status (overtime eligibility)
  • Recruiting
  • Goal Setting
  • Developing employees

We encourage departments to update job descriptions as needed on an annual basis as part of the performance review process.


Blank PDQ and JDQ forms are available on line. You'll find them at:
PDQ: http://hrs.boisestate.edu/forms/ClassifiedPDQ.doc
JDQ: http://hrs.boisestate.edu/forms/professionalstaffjobdescription.doc


General State Classified Job Descriptions

Each classified position is classified in accordance with a general state job description. There are over 1000 general state job descriptions available to view on the DHR website at: http://labor.idaho.gov/dhr/ats/statejobs/jobdescriptions.aspx

These descriptions provide a general overview of a job and the required knowledge, skills and abilities of each classification. There is a big difference between a (position specific) PDQ and the general state classified job description. The general version covers a wide variety of positions under different programs and services statewide. Because of this, it is very easy to misconstrue a classification level. The general state classified job description is just one tool used by DHR and HRS in analyzing the classification level of a position.

A job description on this site does not indicate a job opening. For current openings at Boise State, click on the Boise State Employment Opportunities link to the right.


Vacant Position Procedures:


Deleted Positions: Compensation/Classification (C/C) receives monthly reports from the State Controller's Office (SCO) on vacant positions.

  • Positions vacant for 12 months are automatically deleted by the State Controller's Office. The only way to prevent this is to fill the position prior to the deletion date. This action does not mean the position is deleted
    • internally at BSU or that the budget for the position is lost.
  • Positions vacant for 11 months appear on a report indicating the position is to be deleted in the next month.

Recruitment efforts on deleted or to be deleted positions: C/C coordinates with Employment Services (ES) to determine if there are active recruitment efforts for the position.

  • When active recruitment is in place, C/C works with ES to determine an estimated fill time for the positions. If the position will be filled prior to the delete date, no further action is needed.
  • If ES shows no recruitment activities for the position, C/C contacts the department regarding the status of the position.
  • For positions that will not be refilled, HRS-C/C requests the department complete a Budget/Position Action Request (BPAR) and coordinates reporting the position as deleted on the next available State Board agenda.
  • For positions that will be refilled, the steps below are applied.

Reactivation of deleted positions:

  • Positions vacant less than 18 months (deleted less than 6 months) can automatically be reactivated without approval from the state Division of Financial Management (DFM).
  • Positions vacant more than 18 months (deleted more than 6 months) require approval from DFM prior to reactivating and refilling. C/C provides a justification to DFM in coordination with ES & the department outlining the reason the position was not filled, including status of the position with BSU Budget Office, and requests reactivation of the position. Examples of typical justifications include failed searches, longer searches due to specialized skills within the discipline, or department reorganization.
  • DFM reviews the justification. If approved (which is the typical case), the reactivation is processed. If not, the item must be placed on the next State Board agenda and receive Board approval prior to being reactivated and refilled.

Last reviewed November 2009