Frequently Asked Questions
- How are the effective dates of reclassifications and In-Range Progressions determined?
- The effective date for a reclassification or In-Range progression is the first day of the pay period following the date the request was received in the Staff Human Resources office. For Example: If a request is received by Staff Human Resources on January 18, 2007 the effective date would be January 31, 2007 which corresponds to the first day of the pay period for February 2007.
- How often can my position be reviewed?
- A position can be reviewed every twelve months.
- How frequently can an In-Range Progression Request be submitted for an individual’s position?
- An In-Range Progression can be requested every twelve months.
- When conducting a classification review is my performance a factor?
- No, the classifier does not consider the incumbent’s performance at all. The classifier considers only the actual job duties that are required of the job regardless of the incumbent and his or her status.
- My responsibilities have changed because I’m responsible for completing more work, is this factor in my review?
- Changes in quantity of work are not considered in a classification review. For example: If a position is responsible for answering approximately 50 phone calls a day, and opening and distributing 100 pieces of mail a day, and after a year the incumbent is now responsible for answering 100 phone calls and opening and distributing 200 pieces of mail, although the quantity has increased the actual duties have not changed. The duties would have changed if after a year, the position is now required to order supplies, and track the budget in addition to answering phone calls and opening and distributing mail.
- What steps should be taken if my position description is not accurate?
- Review your current position description and identify what types of changes have occurred, and then meet with your direct supervisor to discuss the changes.
- How can I appeal the initial classification review decision?
- Send a letter requesting an appeal to Staff Human Resources within 30 calendar days of receiving your initial classification review letter.
- Do I need to conduct my own salary study when requesting an In-Range Progression?
- No, Staff Human Resources will conduct a salary study and provide the information to the Administrative Services Manager or appropriate administrator.
- If a position is reclassified, how is the amount of the salary increase determined?
- The minimum salary increase would either be 5% or the bottom of the new salary range. The option that provides for the biggest increase will be chosen as the new salary.
- What is the difference between a reclassification and an in-class progression?
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A reclassification is when your classification changes. Each classification has a four digit classification code associated with it. If that code changes, it is considered a reclassification. For example: If you are an Administrative Support Assistant (class code 1032) and your position is reclassified to an Administrative Support Coordinator (class code 1035).
An In-Range Progression is when your classification stays the same, but the skill level or range changes. In this case, the four digit class code remains the same, but the skill level or range changes. For Example: If you are an Administrative Support Assistant Range 1 (class code 1032), and your position is reclassified to an Administrative Support Assistant Range 2 (class code 1032).