Reclassification Frequently Asked Questions
(AFSCME positions only)
the purpose of reclassification?
Misconceptions about the reclassification process.
What information is used to determine the classification of a position?
How is information about my position gathered?
When is it appropriate to request a classification review of my position? What do I need to do to have my position reviewed?
How can I prepare for a classification review of my position?
What if I do not agree with the classification decision made on my position?
Will I be reclassified if I pick up new work from a vacant position?
Where do I get a Appeal Form (Reclassification Packet)?
Where can I get a copy of the Classification Titles for AFSCME?
What is the
purpose of classification?
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.
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.
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:
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
The titles are available on the HR website (http://www.bridgew.edu/HR/JobClassifications.cfm)
Last Modified: July 5, 2012