Reclassification of Classified Positions

Type: 
Procedure
Category: 
Human Resources
Department: 
Human Resources
Phone: 
(541) 463-5583
Primary Contact: 
Dennis Carr
Contact Email: 
Responsible Executive Authority: 
Chief Human Resources Officer
Purpose: 

This procedure describes the process to be used by the management supervisor when the duties and responsibilities of a budgeted, classified position are changed on a permanent basis, or there is reason to question the appropriateness of the current job classification.

Narrative: 

When the duties and responsibilities of a budgeted, classified position are changed on a permanent basis or there is reason to question the appropriateness of the current job classification, the employee, the management supervisor or the director of Human Resources must use the process outlined in the Classified Contract (Article 11.7) to request a classification review.

When an employee is temporarily assigned to assume the core duties and responsibilities of a higher classification, the process outlined in Reassignment To Higher Classification: Temporary should be followed.

For more information about job classifications, see Employee Class Descriptions.

Requesting a Classification Review for an Existing Position

To initiate a classification review, the originator completes Part I of the Classification Review Form and fills out a new Classified Job Description Questionnaire (JDQ) for the position.  Blank forms are available in Human Resources.

Strict processing timelines for employee-initiated requests are defined in the Classified Contract (Article 11.7) and must be adhered to by the management supervisor, department chair and Human Resources. If there is a dispute about the contents of the JDQ or Classification Review form, the vice president will facilitate a problem-solving discussion between the parties.  If an agreement cannot be reached, the vice president will refer the dispute to the director of Human Resources for a decision.

Classification Review Process

Once the completed packet is received in Human Resources, a team of classification specialists will review it and conduct desk audit interviews with the employee and management supervisor.  A complete packet contains the following items:

  1. Completed Classification Review form signed by originator and management supervisor;
  2. Completed Job Description Questionnaire for the position signed by the originator and the management supervisor; and
  3. Department organization chart showing the position and reporting relationships.

The employee, management supervisor and vice president will be notified in writing of the results of the classification review  process.  The vice president must approve any exceptions to the standard effective date.  The standard effective date is the first day of the month following the date the completed packet is received in Human Resources.

Appealing the Results of a Classification Review

The employee, the management supervisor or the union may appeal the results of the classification review to the Joint Review Committee (JRC).  This written appeal must be submitted to Human Resources on a Classification Appeal Form within the timelines specified in the Classified Contract (Article 11.7.2.).  Blank forms are available in Human Resources.

The JRC will provide written notice of its decision within the timelines specified in the classified contract.  The decisions of the JRC are final and not subject to the grievance process.

Requesting a Classification Review for a New or Revised Vacant Position

The process is the same as outlined above, except that any references to the employee do not apply and a desk audit interview may not be needed.  Because the effective date of the classification is the date of hire of an employee into the vacant position, the classification process must be completed before a new or vacant, modified position can be advertised.  The originator of the classification review for a vacant position is the management supervisor.

Salary Placement Guidelines

If a change to a job classification with a higher maximum salary rate is approved, the employee will move to the next higher dollar amount on the new pay level, plus one step.

If a change to a job classification with a lower maximum salary rate is approved, the employee will move to the closest rate on the new pay level.

Date Adopted: 
Saturday, May 1, 1999
Date Last Reviewed: 
Sunday, September 1, 2002