Specifications include, but are not limited to: The Classification Study will include, but is not limited to, the following activities (all to consider the parameters of Arkansas law): a) For the specified positions, review all included current classification specifications and analyze essential duties, knowledge, skill, ability, education and experience relevance, series/class hierarchy, conformity with ADA requirements relative to essential job functions (including physical requirements), position summaries, class characteristics, supervision received and exercised, position duties, special requirements including license and certification requirements, and Fair Labor Standards Act (FLSA) status (exempt/non‐exempt) to confirm and/or recommend changes to hierarchical order of jobs and job groups using its evaluation system. b) Analyze current classification grade methodology and recommend improvements. c) Conduct interviews and/or job audits as appropriate. Interviews and/or job audits may be conducted individually or in groups based upon classification. d) Provide draft updated job descriptions for review and adoption by the University, as appropriate, consistent with recommended classifications (as needed) in a format approved by the University to uniformly reflect the distinguishing characteristics, essential job functions, minimum qualifications (education/experience and knowledge/skills/abilities), working conditions (physical demands, work environment, and travel requirements), appropriate exempt and non-exempt designation under the Fair Labor Standards Act (FLSA), and certification/licenses/registrations requirements. e) Finalize class specifications and recommend appropriate classification for each employee, including correction of identified discrepancies between existing and proposed classifications. Evaluate the use of working titles by classification. f) Critique, identify, and propose career ladders/promotional opportunities. g) Recommend appropriate job groups based on similar work, rates of pay, and opportunities for transfers, promotions, and other employment benefits in conformance with federal guidelines issued by the U.S. Department of Labor, Office of Federal Contract Compliance Programs (OFCCP) (https://www.dol.gov/agencies/ofccp/manual/fccm/1f-review-executive-order-aap-and-itemized-listing-data-acceptability-0).
