Reclassification Frequently Asked Questions

(AFSCME positions only)

The primary objective of position classification is to analyze an employee's current duties and responsibilities, the qualifications and requirements necessary to perform these duties, so as to allocate the employee's position to the proper classification. Accurate position classification is vital as it reflects the alignment of organizational goals into specific positions.

Misconceptions about the reclassification process.

• Reclassification is reward for a good performance.
• Reclassification is a reward for long years of service.
• Reclassification should be used to get a raise when negotiations are stalled and no raises are scheduled.
• Reclassification should be used to elevate positions so that it is easier to recruit for vacancies.
• Reclassification should be used to resolve personal finance problems.
• It is realistic to expect that a position will be reclassified repeatedly until it reaches the top of the classification structure.
• All positions that serve a similar purpose at the University should be at the same level in a series.
• Positions at one university are the first line positions at another university and should be at the same classification.
• Reclassification is appropriate when work volume increases with no change in complexity, etc.
• Reclassification is the promotion of an employee.

What information is used to determine the classification of a position?

Classification is based upon the objective elements of a position, such as duties and responsibilities, and does not consider the status of an incumbent. Factors that are considered include such elements as the nature, scope and level of the duties and responsibilities; knowledge required to perform the duties, the relationship of the position to other positions; supervision given or received; and exercise of independent judgment. Information relative to the employee's length of service, time spent at the maximum salary level of the position or the quality of performance is not considered in determining the appropriate classification of a position.

How is information about my position gathered?  Top of Page

Information about an employee's position is collected from the Reclassification Packet (Form 30), Interview Guide and Desk Audit. Typically a Human Resource Representative conducts a desk audit to gather current facts about the employee's position. During the audit process, a series of questions pertaining to the information outlined in the Interview Guide and any changes relative to the job duties and responsibilities are discussed. The representative may interview both the employee and the supervisor to obtain information and clarify information about the duties and responsibilities of the position. The quality and quantity of work, however, is not being reviewed. Quality and quantity are related to performance, not classification. Classification reviews usually reveal that most jobs are correctly classified. Sometimes, though, a review uncovers that a position needs correction in classification.

When is it appropriate to request a classification review of my position? What do I need to do to have my position reviewed?  Top of Page

Departments needs are constantly changing, due to new programs, procedures and technologies. Therefore, the duties and responsibilities of particular positions can be affected. A request for a classification review should typically be made to the employee's supervisor when the duties and responsibilities of the position may have changed significantly and evolved over time to the point of performing higher level duties that require more knowledge, complexity, and scope of work.

For a position review, an employee must complete a Appeal Form and submit it to their Supervisor. From that point, the supervisor reviews and signs the Form 30 and the employee forwards the completed Reclassification Packet to Human Resources. An HR Representative will schedule a desk audit with the employee. After the desk audit is completed, a Reclassification Interview will be schedule for a final fact finding interview to help better understand the duties and responsibilities of the employee. In addition, the review might include comparing this position with other similar positions at the university.

How can I prepare for a classification review of my position?  Top of Page

If an employee's position is being reviewed, and s/he are notified that there will be a desk audit, here are a few steps the employee can take to prepare for the audit and reclassification interview:

a) Think About Current Job

• Does the employee's present position description accurately reflect the duties and responsibilities of the job?
• What kind of continuing assignments has the employee been given in the last year?
• What are the major duties (those that take the most time) of the job?
• Can the employee determine rough percentages of time for the major categories of work that is performed?
• What kind of decision making authority does the employee have?
• What written guidelines does the employee use?
• How does the employee's supervisor review completed work?

b) Be Prepared for the Reclassification Interview (Fact Finding Interview)

• Emphasize the major areas of work and how the job duties and responsibilities fit into the department's operations.
• Do not understate the duties or responsibilities, but do not exaggerate them.
• Make sure that at the completion of the review, the classifier has a good understanding of the employee's job.
• It may be helpful to make some notes before the interview, or to outline what to tell the interviewer. Having samples of work at hand is very useful.

What if I do not agree with the classification decision made on my position?  Top of Page

If an employee does not agree with a classification decision made on their position, the employee may appeal the classification decision based on the duties and responsibilities of their position. An appeal must be filed no later than 10 working days after the date the employee receives written notification of the classification decision.

Will I be reclassified if I pick up new work from a vacant position?  Top of Page

The answer to this question depends on where the work came from and the level of work being performed and whether or not the duties are temporary. If the duties from a vacant position are equal in level to the duties that an employee is currently performing, then the current classification will remain the same. However, if the new duties require more knowledge, complexity, and scope of work, and are assigned on a permanent basis, then a reclassification may be warranted.

Where do I get a Appeal Form (Reclassification Packet)?  Top of Page

This form is available on the HR website (http://www.bridgew.edu/HR/Forms.cfm)

Where can I get a copy of the Classification Titles for AFSCME?  Top of Page

The titles are available on the HR website (http://www.bridgew.edu/HR/JobClassifications.cfm)