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Human Resources Classified Staff
Policy and Procedures

Human Resources
Classified Staff Policy and Procedures

POLICY

This policy exists to provide management with a vehicle for adjusting job classifications to meet the changing needs of the unit.

The Department Head shall determine whether the proposed changes in duties and responsibilities are significant, material, and permanent. When the Department Head has made such a determination and has identified available reclassification funds, the position shall be considered for reclassification audit. The incumbent should not assume the new duties until funding has been identified and the position has been reclassified.

Department heads shall identify funding prior to submitting requests for position reclassification. Reclassifications and any resultant pay changes shall not be effected retroactively. Reclassifications approved by Human Resources representative Advisor may become effective as of the effective date shown on the reclassification letter from the Human Resources representative Advisor. Normally, this is the beginning of the next pay period.

The salary of an employee who is reclassified to a higher classification shall be established within the pay range or accelerated pay range of the classification's assigned pay grade at one of the following:

1. The hiring minimum of the assigned pay grade for the job classification OR

2. A salary above the hiring minimum up to the midpoint of the range for the job classification may be approved, subject to the availability of funds and internal equity, by the responsible Dean, Director or Department Head for individuals who exceed the minimum qualifications and skills required for the position.

The Director, of Compensation and Benefits may approve a salary in exception to the above if the responsible administrator submits a written request which that specifies the reason(s) for an exception and has identified the required funds.

DEFINITION

Reclassification is defined as a change of title for vacant or occupied positions for which imminent restructuring will occur as a result of management's decision to change the objectives and nature of the work to be performed. This restructuring should create significant and permanent changes in the duties and responsibilities of the position.

RECLASSIFICATION APPEAL PROCEDURE

If a department does not agree with the recommended reclassification of a position, the supervisor shall submit a letter to the Assistant Vice President for Human Resources, Manager, HR Organizational Consultants or the Director of AHSC HR Partners through the Department Head, within three weeks of the effective date on the reclassifications letter from the Human Resources representative specifying the reasons why the classification is not appropriate and proposing a desired classification, referencing job descriptions for both the recommended and desired classifications.

The Assistant Vice President for Human Resources Manager, HR Organizational Consultants or the Director of AHSC HR Partners shall review the letter, discuss it with the supervisor and, if necessary, the department head, and determine if the classification proposed by the department is more appropriate than the classification initially recommended. The Human Resources representative Manager, HR Organizational Consultants or the Director of AHSC HR Partners shall provide written notification and explanation of approval or denial of the desired classification to the supervisor and department head.

If the department's proposed title is not approved by the Human Resources representative, Manager, HR Organizational Consultants or the Director of AHSC HR Partners a further appeal may be addressed to the Director, of Compensation and Benefits by the Department Head and should specify the reasons that the classification proposed by the department is appropriate. The Director of Compensation and Benefits shall determine which classification is most appropriate. The decision of the Director of Compensation and Benefits is final and concludes the appeal process.

The department should not delay implementation of the reclassification recommended by the Human Resources representative pending the disposition of the appeal. If the appeal is successful, the department may implement the appealed classification retroactively to the same date as the initial reclassification.

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