Position Reclassification

Jobs change over time, and sometimes those changes are significant enough to warrant a review of how a position is classified.

When should a reclassification be considered?

Reclassifications are based on significant and permanent changes to a position's duties and responsibilities, not the performance or promotion of an individual employee. If the work required by the department remains substantially the same, the position's classification generally remains the same. However, when a position evolves over time to meet the changing needs of the unit and the current classification no longer accurately reflects the work being performed, a reclassification may be appropriate.

Managers should review position descriptions regularly and update them whenever duties or responsibilities change significantly. As a general guideline, a review should be initiated when approximately 30% of the position's duties have changed or when changes materially affect the position's scope, complexity, level of responsibility or organizational impact. To be considered for reclassification, changes must be substantial and ongoing rather than temporary in nature.

New or expanded responsibilities should typically be performed for a reasonable period of time, generally a minimum of 3-6 months, before a reclassification request is considered. This provides sufficient time to ensure the duties are permanent, continue to meet the needs of the unit and have become an established and successfully performed component of the position.

Reclassification requests should reflect sustained changes in work rather than anticipated future responsibilities or temporary assignments.

Additional resources

• Exception request during the compensation study moratorium