The desk audit is the method used for obtaining information about a position. It involves
interviews held by the Human Resources (HR) Specialist with the employee and the supervisor.
A position desk audit focuses solely on the current work assigned and does not address
hypothetical or projected duties. Positions are classified based on major regular and recurring
duties. Minor or temporary duties do not affect the position’s classification. Additionally, volume
of work is not grade controlling but rather a position management consideration. Finally, a
classification determination should not address concerns regarding an individual employee’s
qualifications, promotion, or work performance.
Employees have a right to request a desk audit; however, employees are advised to discuss
any classification concerns with their supervisor prior to requesting a desk audit.
A desk audit may be required (if a revised position description cannot otherwise be processed)
a. There has been a substantive change in the assignment of work or the organization of
work and it is expected to continue;
b. A change is proposed to the title, series, or grade level of an encumbered position; or
c. A new classification standard is being implemented.
a. Requesting a Desk Audit. Position classification determinations require a three-step
process of fact finding, analysis of position data, and the documentation of findings. The primary
and most complete source of position information is the position desk audit and subsequent
supervisory review. A supervisor and/or employee may request a desk audit. However, the
new or changed duties or responsibilities must be significant, must have been performed for a
minimum of nine months, and must be expected to remain as regular duties for the foreseeable
Supervisory Request for a Desk Audit. To request a formal desk audit review,
supervisors shall prepare,