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POL 5.310 Job Reclassification

Purpose is to ensure that significant changes in job content are properly recognized through assignment of an accurate job title and equitable pay grade.

  1. When the duties and responsibilities of a classification change, either at a given point in time or over a gradual period of time, the job will be reviewed by the director of human resources and the ad hoc committee of the standing personnel committee to assure its proper classification and pay grade assignmentThe job classification may be assigned to either a higher or lower pay grade based on the job analysis and point-factor job evaluation process completed by the director of human resources and the ad hoc committee of the standing personnel committee.

    Final approval must be given by the administration before a final change in classification, pay grade, and/or pay rate may be implemented.

Revised August 10, 1995

PRO 5.310 JOB RECLASSIFICATION 

  1. Employees must submit requests for such reviews through their immediate supervisor and division administrator.
    1. Requests for reclassification must be received in the business office by February 15 or August 15.
    2. All requests received by February 15 shall be considered by the ad hoc personnel committee in March; requests received by August 15 shall be considered by the ad hoc personnel committee in September.
  2. The job incumbent will be interviewed to identify and compare current duties and responsibilities against the established job description.
  3. The director of human resources and the ad hoc committee of the standing personnel committee will make one of the following determinations:
    1. The duties and responsibilities of the job have either not changed or not changed to the extent that skill and responsibility requirements have changed correspondingly. In this instance, minor changes to the job description or title may occur, however, no change to the job’s pay grade or to the individual’s pay rate will be made.
    2. The duties and responsibilities of the job have changed appreciably, and thus a revised job description will be prepared and a re-evaluation of the point-factor ratings will be completed. This re-evaluation may indicate a need to “upgrade” or “downgrade” the job classification’s pay grade assignment.Note: In some instances, the job’s point-factor ratings will change, however, the total job evaluation points will indicate that the current pay grade assignment not be changed.
  4. The director of human resources is responsible for communicating his/her determination to the department head.
  5. Based on the results of the classification review, a decision will be made concerning appropriate changes to the employee’s rate of pay. However, changes to job titles or job descriptions that do not result in pay grade changes will not increase or decrease an employee’s pay rate.
  6. All recommendations for change will be submitted to the administration for final approval.
  7. All approved changes to job classifications, pay grades, or pay rates will be coordinated between the human resources and accounting personnel to insure proper implementation and timing.
  8. Employees will be informed of impending changes by the director of human resources.