Skip to main content

Secondary navigation:

Job Classification Overview

The Boston College compensation program utilizes a classification system in which each job is reviewed based on information provided in a role description. The analysis of a job considers requirements such as knowledge of the area, problem-solving, organizational breadth, accountability, and required skills and experience. This information is evaluated in the context of internal equity and competitiveness with the appropriate job market. Based on the results of this analysis, each position is assigned an appropriate market reference point (MRP) and band level.

The job classification process is initiated for:

  • the creation of a new position
  • a significant change (increase or decrease) in the key responsibilities of a position

Fair Labor Standards Act (FLSA)

Positions are reviewed for eligibility for overtime compensation based on the Fair Labor Standards Act, a federal law that specifies what types of positions are eligible ("non-exempt") and what types are not eligible ("exempt") for overtime pay. At Boston College, all non-exempt positions are on the weekly payroll and nearly all exempt employees are on the monthly payroll.

Role Descriptions

The Role Description form is used to summarize the scope and key responsibilities of a position. The Role Description should accurately describe all aspects of the position and how it meets the business needs of the department/school. This description is a primary tool for job classification. Please note: The document is a Microsoft Word (doc) formatted file. To view it, you will need to download the free Microsoft Word Reader.

If your job has changed significantly and you believe it warrants a review for possible reclassification, you will need to speak with your immediate supervisor. Requests for review must be approved by your division/school head and/or your division/school administrator before submission to the Compensation Office.

Keep in mind that a role description serves the following purposes:

  • is used to properly analyze a new or revised position in order to assign a Market Reference Point and band designation and determine its eligibility for overtime compensation 
  • serves as a recruiting tool
  • helps to ensure that an employee and his/her supervisor have a mutual understanding of the position
  • serves as a tool for the performance appraisal process
  • helps to define and identify training needs
  • assists with career development