Classification Review Process

Process Overview Process Timeline
Why are Jobs Reclassified? The Effective Date
Classification Review Package Classify Job, Not Person
How Decision is Made Formal Review of Decision
Desk Audit Forms

Process Overview

The Classification Review Process web pages address the classification process for incumbent-held positions only. It does not address the process for classifying new or vacant positions, which are initiated via the Recruitment Management System (RMS).

The following is a process overview. For more details about the classification process, see Classification/Reclassification procedure.

The Unit Manager or Supervisor:

  • Follows divisional procedures & protocol, which may require consultation about organizational changes and funding availability prior to assigning new responsibilities.

  • Assigns responsibilities that may result in a change to classification level.

  • Reminder: Critical Functions may not be assigned until the appropriate background investigation has been completed. Please see "Critical Positions" in Section V. of UC Policy - PPSM-21: Selection and Appointment.

  • Consults with the Employee & Labor Relations (ELR) Analyst to insure that the Job Description is complete and appropriate for review, and to determine whether or not the position requires a background investigation based on the Critical Functions Guide.

  • Secures divisional approval in accordance with internal procedures and protocol.

  • Compiles complete Classification Review Package:

  • Submits the complete Classification Review Package to SHR Compensation (at Mailstop SHR) for review.

The Compensation Analyst:

  • Upon receipt of approved, complete Classification Review Package, sends an email acknowledgement to the submitter, with a copy to the appropriate ELR Analyst.

  • Conducts a formal review of the position and determines classification level.

  • Consults with ELR Analyst and department as appropriate.

  • Informs the department/unit requestor and ELR Analyst of the decision.

  • Requests a salary decision from the department/unit requestor based on divisional protocol.

  • Notifies ELR Analyst when a reclassification results in movement out of an exclusively represented bargaining unit. Labor Relations will then notice the appropriate union.

The ELR Analyst:

  • Reviews Job Descriptions for appropriateness and completeness, and recommends changes as needed.

  • Determines if the position is a “Critical” position based on the Critical Functions Guide.

  • Implements all approved actions into PPS at the completion of the process.

The Supervisor:

  • Responds to Compensation conclusion email with a salary recommendation in accordance with divisional protocols.

  • Informs the employee of changes to classification and/or salary.

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