Date: Month, Day, Year

To:	DAS Classification and Compensation

From:	Name, Working Title

Agency

Subject:	Classification Analysis – Choose type. Review

POSITION DATA

PPDB/WD Position Number:	Click or tap here to enter text.

Supervisor:	Click or tap here to enter text.

Division/Section/Unit:	Click or tap here to enter text.

Position Type: (Perm, LD, Temp):	Click or tap here to enter text.

Current Classification:	Click or tap here to enter text.

Current FLSA:	Click or tap here to enter text.

Current Service Type:	Click or tap here to enter text.

Current Union and Code:	Click or tap here to enter text.

Recommended FLSA:	Click or tap here to enter text.

Recommended Service Type:	Click or tap here to enter text.

Recommended Union and Code:	Click or tap here to enter text.

BACKGROUND & BUSINESS NEED

Describe in detail what has changed in the organization and position that warrants this flsa/service type review. Give an overview of the program/unit and explain how this flsa/service type request fits within the unit’s other positions, and how it fits with the agency’s classifications. Explain why the current designation for flsa/service type is no longer the best fit.

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CLASSIFICATION SPECIFICATIONS CONFIRMED

Explain how the current classification is still the best fit for the position. Discuss how it meets the general class specs and distinguishing features, utilizing information from the PD to confirm the classification and level.

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FLSA

Select one and include additional details when required.

☐	Non-exempt: This position meets the criteria under the FLSA to be non-exempt. This position does not customarily and regularly exercise discretion and independent judgment. Additionally, this position does not perform work requiring knowledge of an advance type in a field of science or learning, work that is original and creative in character in a recognized field of artistic endeavor, or teaching, tutoring, or lecturing in the activity of imparting knowledge. This position does not perform as a primary duty the management of the enterprise or of a customarily recognized department or subdivision. Therefore, non-exempt, and eligible for overtime is appropriate.

☐	Exempt-Administrative: The position meets the criteria for the FLSA Administrative exemption because its primary duty is the performance of office or non-manual work directly related to the management or general business operations of the employer or its customers. The work includes the exercise of discretion and independent judgment with respect to matters of significance. The position is compensated on a salary or fee basis at not less than the minimum threshold established by the FLSA. Therefore, exempt – administrative and not eligible for overtime is appropriate.
Types of duties and decisions that support this include:

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☐	Exempt-Executive: The position meets the criteria for the FLSA Executive exemption because its primary duty is the management of the enterprise or a recognized department or subdivision. The position customarily and regularly directs the work of two or more full-time employees or their equivalent and has the authority to hire or fire other employees, or its recommendations on such decisions are given particular weight. The position is compensated on a salary basis at not less than the minimum threshold established by the FLSA. Therefore, exempt – executive and not eligible for overtime is appropriate.

☐	Exempt-Professional: The position meets the criteria for the FLSA Professional exemption because its primary duty involves work requiring advanced knowledge of an advanced type in a field of science or learning, customarily acquired through a prolonged course of specialized intellectual instruction. This includes recognized professions such as law, medicine, dentistry, accounting, engineering, architecture, pharmacy, and other scientific fields. This exemption also includes teachers whose primary duty is instructing in an educational establishment, regardless of salary level, and creative professionals whose work requires invention, imagination, originality, or talent in artistic fields such as music, writing, acting, or graphic arts. The work is predominantly intellectual, requires consistent exercise of discretion and judgment, and the position is compensated on a salary or fee basis at not less than the minimum threshold established by the FLSA. Therefore, exempt – professional and not eligible for overtime is appropriate.

Advanced knowledge field: Click or tap here to enter text.

☐	Exempt-Computer: The position meets the criteria for the FLSA Computer Employee exemption because its primary duty consists of one or more of the following:

☐ The application of systems analysis techniques and procedures, including consulting with users, to determine hardware, software, or system functional specifications; or

☐ Work involving the design, development, documentation, analysis, creation, testing or modification of computer systems or programs, including prototypes, based on, and related to user or system design specifications; or

☐ Work involving the design, documentation, testing, creation, or modification of computer programs related to machine operating systems; or

☐ Work involving a combination of the duties outlined above and requires the same level of skills.

Compensation Requirement:

Paid on a salary or fee basis, or on an hourly basis, at not less than the minimum threshold established by the FLSA.

Additional Clarifications:

Job titles alone do not determine exempt status—duties and compensation do.

The exemption does not apply to employees whose primary work is manufacturing or repairing computer hardware, or where computer use is incidental to the job.

SERVICE TYPE

Select one and include additional details when required.

☐	Classified, Represented: This position does not meet management non-supervisory, confidential, or supervisory exclusion criteria. This position does not assist or act in a confidential capacity to a person who formulates, determines, and effectuates management policies around collective bargaining. This position does not possess the authority to formulate and carry-out management decisions or represent management’s interests and does not have the discretion in the performance of these management responsibilities beyond the routine discharge of duties. This position does not exercise supervisory authority to hire, discharge, reward, or discipline. Therefore, classified and represented by a union is appropriate.

☐	Classified, Unrepresented: This position does not meet management non-supervisory, confidential, or supervisory exclusion criteria. This position does not assist or act in a confidential capacity to a person who formulates, determines, and effectuates management policies around collective bargaining. This position does not possess the authority to formulate and carry-out management decisions or represent management’s interests and does not have the discretion in the performance of these management responsibilities beyond the routine discharge of duties. This position does not exercise supervisory authority to hire, discharge, reward, or discipline. Therefore, classified and not represented by a union is appropriate.

☐	Management Service – Supervisory: This position meets the criteria for management service – supervisory as defined in ORS 243.650(23). This position has the authority in the interest of the employer to hire, transfer, suspend, lay off, recall, promote, discharge, assign, reward, or discipline other employees, or responsibility to direct them, or to adjust their grievances, or effectively to recommend such action, if in connection therewith, the exercise of the authority is not of a merely routine or clerical nature but requires the use of independent judgment. Therefore, management service – supervisory (MMS) is appropriate.

☐	Management Service – Managerial: This position meets the criteria for management service – managerial as defined in ORS 243.650(16). This position has the authority to formulate and carry-out management decisions or represent management’s interest by taking or effectively recommending discretionary actions that control or implement employer policy and has discretion in the performance of these management responsibilities beyond the routine discharge of duties. Therefore, management service – managerial (MMN) is appropriate.

Types of duties and decisions that support this include:

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☐	Management Service – Confidential: This position meets the criteria for management service – confidential as defined in ORS 243.650(6). This position has the authority to formulate, determine, and effectuate management policies in the area of collective bargaining. Therefore, management service – confidential (MMC) is appropriate.

Types of duties and decisions that support this include:

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☐	Unclassified Service: Positions serving in an executive service capacity must have a full analysis describing why this position meets the unclassified, executive service criteria.

Enabling statute for agency:	Click or tap here to enter text.

Describe how the agency director, deputy, or other executive service position is appointed. Describe how is this position is appointed.

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Cite which category of unclassified service the position meets. Position description must feature the appropriate Conditions of Employment statement in section 10. Please reference the

ORS 240.205:	Click or tap here to enter text.

Conditions of Employment Statements.

The CHRO will facilitate the process in obtaining approval, where applicable.