Position Allocation Process

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Employers are responsible for allocating or reallocating each classified position to a class in the classification plan.  Typically the allocation decision is made by the Human Resource (HR) Manager based on a recommendation from the HR Consultant.  If you are new to HR and the allocation process, you may first want to check the Frequently Asked Questions.

Position allocation:

  • Is the process used to assign individual positions to a job classification.  
  • Is initiated by the employer when there is a:
    • New or vacant position
    • Reassignment of duties
    • Reorganization – typically impacts more than one employee. Note: Management should consider the impact of changing position duties and responsibilities.  For additional information see  Y-Rate Definition, Causes, and Considerations
  • May be initiated by an employee (incumbent) through a request for a position review.  See Position Review Request-Employee Portion.
  • Is accomplished through a position review requiring thorough analysis of:
    • Relevant class specifications
    • Duties and responsibilities of the position. 

Proper allocation supports:

  • Integrity of the classification system.
  • Appropriate use of state funds.
  • Pay equity for employees performing the same body of work.

Position Allocation Guidance

Allocating positions is not always clear-cut.  This guidance is intended to help HR in the allocation and position review process.  The purpose of a position review is to determine which classification best describes the overall duties and responsibilities of a position.  While allocations are on a case-by-case basis, this guidance provides a framework to help ensure more defensible allocations. Generally, position reviews include the following steps:

Resources

Classification and Allocation Resources