Classification FAQ

A position's classification should be reviewed:

• When the position is a newly created position
• When the position is vacated
• When the position has significantly changed
• When the position is changed as part of a restructuring.

Either 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 request.

1. Classification Review Request Form [SCUPA form]
2. An updated job description, including an organizational chart for the department, highlighting the newly added, higher level responsibilities signed by the employee and supervisor.
   1. Job Description Form
   2. Job Description Form - SCUPA
   3. Job Description Form - Management
3. The previous job description.

Some other forms that may offer some guidance

• Job Description Guidelines
• Essential Functions, Guidelines, and Examples

Human 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.

Yes. The supervisor determines the duties assigned to a position and the degree of independence exercised in the carrying out of those duties.

None, other than that mentioned above.

None. 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.

Yes, 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 a position is reclassified it is effective retroactive to the date on which the Human Resources department had received all of the required documents.

No. 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.

There 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.

No. The performance evaluation process is a separate and distinct function from classification.

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.

Your 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.