An analysis of the perceptions of selected administrators regarding the criteria used in determining classified or non-classified status of non-faculty positions as utilized in Texas state colleges and universities

Abstract

The purpose of this study was to examine the criteria used for categorizing non-faculty positions as being classified or non-classified in state colleges and universities. The assumptions were that they were often vague and misunderstood. Further, the criteria used were believed to be inconsistent among colleges and universities. Such misunderstandings and inconsistencies were believed to subject state institutions of higher education to potential and current consequences of salary administration practices. The population was defined as the chief personnel administrators and the chief academic, business, and student services officers from each of the public four-year colleges and universities in the state of Texas. Of the 132 administrators in the population, 96 provided usable responses to the survey instrument developed and tested for this study. The perceptions of the respondents revealed there were significant differences among state college and university personnel officers regarding the criteria used to determine classified and non-classified status of non-faculty positions. However, there were found to be few differences in perceptions between personnel officers and the respective top-level college and university administrators for academic, business, and student affairs. There were found to be few differences in perceptions between personnel officers of large and small colleges and universities. And, there were found to be few differences in perceptions between administrators for academic, business, and student affairs of large and small colleges and universities. It was found that the vast majority of institutions had printed, classified pay plans. However, less than one-half of all administrators perceived that their institution had any prepared document which listed criteria determining whether a position should be considered classified or non-classified. The review of the literature identified several present and potential consequences to the problem. These included: (1) the issue of centralized personnel administration at the state level for institutions of higher education; (2) legal actions taken against institutions by individuals or through class action; (3) poor employee morale, and consequently, less effective personnel administration; and (4) increased pressures for reform through employee organizations. The final chapter presents a solution model which essentially represents an extension of the recommendations.