The Classification Review Process web pages address the classification process for incumbent-held positions only. It does not address the process for classifying vacant positions, which is initiated via the Recruitment Management System (RMS).

The following is a process overview. For details about classifying incumbent-held positions,
go to Classification/Reclassification in the SHR Procedures Manual.

The Unit Manager or Supervisor:

• Follows divisional procedures & protocol, which may require consultation about organizational changes and funding availability prior to assigning new responsibilities.
  
• Assigns responsibilities that may result in a change to classification level.
  Reminder: Critical Functions may not be assigned until the appropriate background investigation has been completed. Please see Critical Functions Guide.
• Consults with the SHR Service Team to insure that the Job Description is complete and appropriate for review, and to determine whether or not the position requires a background investigation based on the Critical Functions Guide.
• Secures divisional approval in accordance with internal procedures and protocol.
  
• Compile complete Classification Request Package:
  
  • Employee Action Request (EAR) Form currently under revision
  • Revised Job Description
  • Copy of the old Job Description
  • Organizational Chart
  • Classification Review Questionnaire revised 3/08
  • Job Description Addendum if the position is Supervisory, Managerial, or Confidential
    
• Submits the complete Classification Request Package to SHR Compensation (at Mailstop SHR) for review.

The Compensation Analyst:

• Upon receipt of approved, complete classification package, sends an email acknowledgement to the submitter, with a copy to the HR Service Team.
  
• Conducts a formal review of the position and determines classification level.
• Consults with SHR Service Team as appropriate.
  
• Informs the department/unit requestor and HR Service Team of the decision.
• Requests a salary decision from the department/unit requestor based on divisional protocol.
  
• Notifies Labor Relations when a reclassification results in movement out of an exclusively represented bargaining unit. Labor Relations will then notice the appropriate union.

The HR Service Team:

• Reviews Job Descriptions for appropriateness and completeness, and recommends changes as needed.
• Determines if the position is a “Critical” position based on the Critical Functions Guide.
• Implements all approved actions into PPS at the completion of the process.

The Supervisor:

• Responds to Compensation conclusion email with a salary recommendation in accordance with divisional protocols.
• Informs the employee of classification decision and any changes to classification and/or salary.

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