Classification Review Process

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:

  • Employee Action Request (EAR) Form

  • Revised Job Description (Refer to the Guide to Writing Job Descriptions)

  • Copy of the old Job Description

  • Organizational Chart

  • Classification Review Questionnaire

• 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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