Procedures for Reclassification Requests
STEP ONE
Submit the following to Associate Vice President, Division of Human
Resources, 103 Edwards Hall
- Request for Classified
Position
Reassessment
(PER-61) (pdf) – this form
must be completed with a detailed justification for the request and signed
by the Department Head or Director and, if the reporting structure
dictates, by the Dean or Vice President.
- Position Analysis
Questionnaire (PER-62) (pdf)
– Employees
must complete
the Position Analysis Questionnaire listing the primary job duties
performed, which they describe in their own words (not verbiage from the
job description). The supervisor must confirm the information provided by
the employee and may make additions or amendments to the information in
the Position Questionnaire. Both the employee and his or her supervisor
must sign the final version of the questionnaire acknowledging the
accuracy of the information. Note: This form does not need to
be completed
if the position is vacant.
- Revised job description for the position – An
original
of a completed position description with appropriate signatures. See
position descriptions checklist.
- Organizational Chart – the organizational chart
must include the
position number, names and job titles for all positions and where the
position would fit into the organization. The number of student workers
reporting to the employee under consideration for reclassification and the
number of hours each works should be reflected on the organizational
chart, if applicable.
STEP TWO
A desk-audit or on-site audit will be conducted, at the discretion of
the analyst. Analysis of position includes:
- Review of the Request for Classified Position
Reassessment, Position Analysis Questionnaire and Position
Description.
- Information gained from inquiries regarding the position through
research, discussions with the department, or on-site reviews, as
necessary.
- Comparison to positions with similar duties (internal and/or
external).
- Comparison to state
classification specifications.
- Consideration of the nature of the work, difficulty, amount of
responsibility, variety of different kinds of work, authority to make
decisions and commitments, manner of supervision received from the
supervisor, originality and creativity needed to perform the job, level
and purpose of contacts involved, leadership responsibility over others,
and consequences of actions.
The analysis does not include consideration of individual
characteristics such as unusual diligence or overtime work, length of
service, financial need or circumstances, unusual qualifications, scarcity
of new employees, personality, relative efficiency, or volume of work
produced.
STEP THREE
Finalizing review
- The timeframe for determination of classification will
depend on various factors including length of time to obtain the above
information, workload, and other projects.
- The department will be notified in writing.
- The effective date will be the beginning of the closest pay period
following completion of the action.
No commitment of a change should be made to the employee until after
Compensation and Classification notifies the department of their decision.
The effective date may not be retroactive.
PROCEDURES FOR ALLOCATION REQUESTS
STEP ONE
Submit the following to Associate Vice President, Division of Human
Resources, 103 Edwards Hall
- An original completed position
description with appropriate signatures. See position
descriptions checklist.
- A written letter addressed to the Associate Vice President,
containing the position number, current title, a brief explanation for the
requested review, and the title requesting. The letter should be signed
by the Department Head or Director and by the Dean or Vice President, as
reporting structure dictates.
- Organizational Chart – the organizational chart must include the
position number, names and job titles for all positions and where the
position would fit into the organization. The number of student workers
reporting to the employee under consideration for reclassification and the
number of hours each works should be reflected on the organizational
chart, if applicable.
STEP TWO
A desk-audit or on-site audit will be conducted, at the discretion of
the analyst. Analysis of position includes:
- Review of position description document.
- Information gained from inquiries regarding the position through
research, discussions with the department, or on-site reviews, as
necessary.
- Comparison to positions with similar duties (internal and/or
external).
- Comparison to state
classification specifications.
- Consideration of the nature of the work, difficulty, amount of
responsibility, variety of different kinds of work, authority to make
decisions and commitments, manner of supervision received from the
supervisor, originality and creativity needed to perform the job, level
and purpose of contacts involved, leadership responsibility over others,
and consequences of actions.
STEP THREE
Finalizing review
- The timeframe for determination of classification will
depend on
various factors including length of time to obtain the above information,
workload, and other projects.
- The department will be notified in writing.
- The effective date will be the date determination is made or the
date the position is budgeted, whichever is later.