It is important to request a formal classification review only when it is appropriate, and to make sure that the request is thoroughly prepared. Before submitting a formal request, it may be useful to consult with the appropriate HR Service Team representative to determine whether the classification review request appears reasonable.

Supervisors and managers assign work and determine the need for organizational changes and job restructuring, based on new programs, technology, or changes in staffing. Positions can also evolve naturally as an experienced employee assumes higher level responsibilities.

A reclassification can occur when, due to changes, the majority of job duties in a position are determined to be at a higher (or lower) classification level than the current level of the position. Normally, the addition of new (higher level) duties will combine with the higher-level duties already present in the position to become "the majority of job duties." The additional responsibilities may result in shifting the position from one level to another in a classification series, therefore the position may need to be reviewed for potential reclassification. Importantly, changes in assigned duties or percentages of time do not always warrant a change in classification level. More of the same type or level of duties does not constitute a reclassification to a higher level.

Changes in the nature, variety and complexity of job duties, the supervision received or supervision exercised, or the responsibility for staff and/or resources, may justify a classification review. Changes in the volume of work assigned, or an employee's performance, are not considered justification for a reclassification.

If there have been significant changes to an employee's position, the employee and supervisor should revise and update the job description. Since the job description is the basis for accurate classification review and performance evaluation, it should reflect the duties and responsibilities that are currently assigned. The HR Service Team representative may be helpful in providing advice on how to most effectively describe the functions, duties and/or the qualifications required for the job. The supervisor should consider Affirmative Action goals and review the Critical Functions Guide prior to assigning new responsibilities to any employee.

Once the job description has been revised, the supervisor submits the "Classification Review Package" through the appropriate approval and financial channels, in accordance with the procedures of the respective Principal Officer.

Some collective bargaining agreements provide a process for an employee to initiate the classification review. Please refer to the Transfer/Promotion/Reclassification article of the applicable bargaining agreement.

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