Position codes are important to manage employees' performance and to set expectations for compensation, succession, and budgeting.
Please refer to the following to learn about the important differences in usage between position codes and job codes, and to learn how to design effective position and job table setups.
Positions are designed to define budgets, salary grades, job responsibilities, and the standards by which employees will be evaluated, measured, trained, and rewarded. Position codes are also essential in new job requisitions, existing vacancies, succession planning, and required training/certification administration. The proper definition and consistency in the use of position codes can ensure the organization is equitable and fair in its distribution of compensation, tangible and intangible rewards, required training/certifications, and its system of measurement for employees among the same positions.
Each unique position in a department should have a separate position code defined that details job responsibilities, tasks, budgeted slots/dollars, organization reporting structure, and payroll labor distribution for that specific position.
Job codes are organization groupings of positions that state general duties for the purpose of consolidated reporting and management. Job codes are used for classification purposes and organization-wide audits.
Positions are more specific than jobs. Position descriptions differ from job descriptions in the following ways:
Positions can be associated with Jobs on a one-to-one basis, or a Job can be assigned to multiple Positions. While some organizations have one job for every position, many define more position codes than job codes. Specifically, one job code can be associated with many positions, and so, it can be said that the relationship of a job to a position is "one to many." For instance, each employee who works for a company has a job and may have multiple positions that together equal a half-time or full-time equivalency (FTE).
Organizations that use the National Occupational Codes may enter these as the Position code and/or may choose to define this code information as part of Job Descriptions on Job codes.
The following two scenarios help clarify the position overrides.
I have ONE job code for clerks: CLERK.
I have TWO positions: PROCESSCLERK and FILECLERK. The organization information is static for the positions. All other job and position information is the same. In this case, overrides are not needed.
I have ONE job code for clerks: CLERK.
I have TWO positions: DATACLERK and FILECLERK, but I have THREE types of data-related clerks in DATACLERK: data-entry, data-processing, and data-validation. I wan to use the DATACLERK position for all three types, but I need to change the labor segments for the data-entry clerk from the DATACLERK position's "default" setup.
For this case, select "Allow Overrides" to be able to define different organization information on the data-entry clerk's position record. That will allow the individual data-entry clerk to have a different labor distribution on his or her Employee Position Detail.