Classification Review Process
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:
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Follows divisional procedures & protocol, which may require consultation about organizational changes and funding availability prior to assigning new responsibilities.
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Assigns responsibilities that may result in a change to classification level.
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Reminder: Critical Functions may not be assigned until the appropriate background investigation has been completed. Please see Critical Functions Guide.
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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.
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Secures divisional approval in accordance with internal procedures and protocol.
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Compiles complete Classification Review Package:
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Revised Job Description (Refer to the Guide to Writing Job Descriptions and use the updated Job Description Template)
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Copy of the old Job Description
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Organizational Chart
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Job Description Addendum if the position is Supervisory, Managerial, or Confidential
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Submits the complete Classification Review Package to SHR Compensation (at Mailstop SHR) for review.
The Compensation Analyst:
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Upon receipt of approved, complete Classification Review Package, sends an email acknowledgement to the submitter, with a copy to the appropriate ELR Analyst.
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Conducts a formal review of the position and determines classification level.
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Consults with ELR Analyst and department as appropriate.
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Informs the department/unit requestor and ELR Analyst of the decision.
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Requests a salary decision from the department/unit requestor based on divisional protocol.
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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:
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Reviews Job Descriptions for appropriateness and completeness, and recommends changes as needed.
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Determines if the position is a “Critical” position based on the Critical Functions Guide.
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Implements all approved actions into PPS at the completion of the process.
The Supervisor:
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Responds to Compensation conclusion email with a salary recommendation in accordance with divisional protocols.
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Informs the employee of changes to classification and/or salary.