What it takes to re-class a position:
Below are some helpful questions to consider before initiating a re-class request.
Basic questions:
- What is new? Who did it before or why is it new?
- What skill set is required to get it done?
- Why can’t the new functions/duties be done in the current job title?
What are the new duties and/or functions?
- Usually 51% or more of higher-level functions (may require an open recruitment & incumbent may have to apply)
- Increase in position’s scope, impact, complexity, responsibilities, and accountability
- Exercise greater judgment and discretion, larger and more specific skill set
- What are the minimum qualifications (KSA’s) of the proposed position?
- Need new org chart supporting changes
- Where did the new duties come from? Someone’s job card in a higher level? New division/position?
- Outstanding work performance, and/or an increase in the volume of work, & retention are not grounds for a reclassification
What has changed or what is new in the below context. Where were these functions or duties before?
Please answer 2 or more of the below questions:
Autonomy in position: (current vs new)
- Are the tasks routine and repetitive or are they performed under broad guidelines?
- Is work independently determine by methods and tasks or is work performed under established guidelines?
- Is work closely supervised or are tasks more general involving established guidelines and work is reviewed less frequently?
- Does the employee take or recommend action under general supervision and established policies or take and recommend action under direction and generally defined objectives?
Complexity of work: (Current vs new)
- Does the new job require special or unique skills?
- What types of problems are new that must solve? Who solved these problems before?
- How difficult are the new problems to solve?
- Does the new job require a certain depth of knowledge or expertise, degree, or skill set?
Consequences of Error (risk)
- How would an error impact students, campus, stakeholders?
- Would an error be easily rectifiable, or would it require involvement from supervisor, risk mgt, etc.?
- What is the degree of impact if mistakes are made: Little or no impact from errors?
- Who is impacted by mistakes? What is the risk to department, the campus, external agencies, students etc.?
- Are mistakes reversible?
Scope (current vs new)
- What is the variety of functions assigned?
- How large of a population is served or outreach of program/unit?
- Is the scope limited and highly specific to the objectives of the department or is the scope broad requiring complete responsibility for a complex division?
- Is the coordination of activities diverse in nature? (programs for adult’s vs programs for students)
- Do the functions have a significant effect on the department, program or operations?
- Amount of time doing or frequency of functions (repetitiveness)
Supervisory Responsibilities (current vs new)
- Difficulty of supervision
- Number and levels supervised
- Variety of functions supervised
- Full supervisor or a work leader
- Diversity of work supervised
Responsibility for Campus Resources: (current vs new)
- Number of employees supervised
- Variety of functions supervised
- Types supervised (e.g. professional, technical, administrative, service, HR, financial)
- Space managed (e.g. square footage)
- Type of space managed (e.g. office, labs, classrooms)
- Budget size
- Fund sources and amounts (e.g. state, gifts, extramural, contracts & grants, reg fees, income, recharges, etc.)
- Complexity of the budget - Amount, kind, discretion on spending, and complexity as determined by number and types of accounts, where and who money comes from.
Communication; (current vs new)
- Who does this position typically communicate with (e.g. administrative staff, major division heads, and department managers, the Chancellor or Regents)?
- What is being communicated (e.g. routine procedures, diversified procedures, operational policy, long term planning)?
- What is the frequency of communication with the various constituencies (yearly, quarterly, monthly, weekly, daily)?
Majority Rule:
- Classification title are dependent on where the majority (50% or more) of job duties lie.
- Does the incumbent qualify for the new position?
- Will reclassing the position require an open recruitment?