Employee positions may be reclassified by virtue of increased duties, responsibilities and qualification requirements. Reclassifications may be granted to employees who have been held accountable for significantly increased demands for higher level duties, skills, and abilities within their current job titles.
Employees must meet all of the following criteria:
-
The employee is regularly performing significantly more complex projects and assignments, as well as responsibilities of the job that meet distinct organizational needs.
-
The employee has demonstrated that he or she has attained a significantly higher level of knowledge and skills that are specific to his or her job description.
-
The employee’s most recent performance review reflects satisfactory performance.
-
There is confirmation that funds have been identified and authorized by the employee’s manager to support the salary increase.
Note: The approved salary increase cannot exceed the career ladder/level maximum for the position and consideration should be given to other employees in comparable positions and in the department.
A job description questionnaire must be submitted for all reclassification requests. The manager must develop a business justification when recommending that a position be reclassified. When doing this, the manager should supply Human Resources with enough documentation so that a decision can be made on the correct course of action. Human Resources reserves the right to conduct a desk audit to ensure that the title is appropriate and matches the job duties. Reclassification request must be approved by Center Directors, Department Heads, Deans, and Vice President before approval review by the Executive Director of Human Resources.