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C.The chancellor of each institution will, through the human resources director,

ensure that appropriate records are kept on each function of the human resource

system in accordance with applicable statutes, rules and regulations.

D.The chancellor of each institution will, through the human resources director,

assure that data are reported consistently to PMIS and to GA.

E.

The chancellor of each institution, through the human resources director, will

establish and maintain internal controls and facilitate monitoring activities in order

to assure the quality of the human resource programs and processes.

F.

The human resources director will regularly engage in dialogue with the

chancellor and other university administrators about institutional and university

system human resource issues.

G.The chancellor of each institution will, through the human resources director,

ensure that institutional policies and procedures are written, up-to-date, widely

distributed, and accessible. Institutional policies and procedures must comply with

those of OSP and UNCGA. Such policies and procedures will be made available to

the State Personnel Director for purposes of record keeping.

IV.

Specific Criteria for Delegation of Classification and Compensation Functions--

Directors of Human Resources

The following criteria are those that must be met by individual institutions to receive

delegated authority in the functional area of classification and compensation. An

institution automatically receives salary administration authority for every class for

which classification authority is delegated.

A.The human resources director maintains, trains, and directs a professional,

technically-competent classification/compensation staff in order to:

1.

apply accepted principles, procedures, standards, and techniques in allocating

positions;

2.

demonstrate understanding of occupational groups, knowledge of class

concepts, and application within various program operations;

3.

understand the classification factors and demonstrate understanding through

appropriate documentation in data and comparative analysis;

4.

ensure tools and resources are available to aid in the analytical process--current

organizational charts, class specifications, appropriate position

comparisons and benchmarks, and clearly defined position descriptions; and,

5.

ensure appropriate supporting documentation to justify all classification

actions.