When should a position’s classification be reviewed?
A position’s classification should be
Who initiates a classification review request?
an employee or supervisor can initiate a request. However, employees should
discuss their requests for an audit with their supervisor so that the
supervisor can verify the accuracy of the job duties and changes leading to the
What documents are required for a classification review?
Some other forms that may offer some guidance
How long does a classification review take?
Resources aim to complete each review within 30 days of receiving the required
information via email for the position being reviewed. The Classification
Manager may require additional time beyond the 30-day time if the review
involves more than one job/position. For management positions, the review
process may be longer.
Does a supervisor influence a position’s classification?
The supervisor determines the duties assigned to a position and the degree of
independence exercised in the carrying out of those duties.
What impact does the supervisor have on the final classification decision?
other than that mentioned above.
What impact does the budget have on the final classification decision?
The supervisor should consider budget implications of a possible classification
upgrade prior to assigning or allowing the employee(s) to assume responsibilities
and duties. Under the University’s Complement Management System (CMS) the
department is responsible for funding any upgrade within his/her control.
Can a position be reclassified to a lower level (e.g., Clerk Typist 3 to Clerk Typist 2)?
this can happen if the position’s duties, responsibilities, and independence of
action are reduced significantly. A position can also move laterally and remain
in the same pay range.
When does a position reclassification become effective?
a position is reclassified it is effective retroactive to the date on which the
Human Resources department had received all of the required documents.
Does a classification desk audit or on-site review always have to be conducted in order to make a classification decision?
It is generally up to the Classification Manager to decide how to obtain the
necessary information. Sufficient information may be obtained from meeting with
the employee, the job description, the supervisor, and/or other sources so a
desk audit is not necessary.
How often can a position classification be reviewed?
is no limit on how often a position can be reviewed. Only those positions with
substantial change in job content are eligible for a full review.
Does an employee’s performance evaluation rating impact on the classification?
No. The performance evaluation process is a separate and
distinct function from classification.
What is the difference between a promotion and a reclassification/reallocation?
A promotion means an employee moves to a higher pay range.
This action may be the result of a classification review if the position is
found to be at a higher level. However, it can also result in a downward
reallocation of the position which means it moves to a lower pay range or move
laterally and remain in the same pay range.
Who should be contacted if you have classification questions?
first resource is your supervisor since this is the person responsible for your
work assignment. If you need more information, your next contact is the Classification Manager from the Office of Human Resources.