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Preface

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A. Position Classification

B. Reclassification from SM/SS to PA

 

Job Evaluation, Position Classification
AFSCME 3.1

Revised July 1, 2004

A. Position classification

1. Position evaluation is the method used to determine the relative value of a position at the University. In determining relative value, the following broad factors are considered:

   1. Skill and ability demand inherent in the position

   2. Responsibility demand inherent in the position

   3. Physical effort demand inherent in the position

   4. Working conditions inherent in the position

2. Each supervisor should make a bona fide effort to have an up-to-date description questionnaire for each position under his/her control. In addition, a copy should be provided to each incumbent for his/her position.

3. The University retains the right to eliminate, change and establish classification levels and salary grades. In the event a new position is established, or an existing position is changed, University Human Resource Services shall assign it an existing salary grade in the Salary Schedule or will identify an appropriate rate of pay. Salary grades and classification levels are determined by comparing the relative value of the factors of the new or changed position with the factors of similar existing positions.

4. The following procedures are followed in assigning a classification level and salary grade.

   1. Either a department head, or employee acting through a department head, may elect to have the classification level of a staff position reviewed. Any time that an incumbent and/or supervisor feels a position has changed significantly, a re-evaluation request should be initiated.

   2. A memorandum requesting a classification review should be sent to University Human Resource Services with the following information:

      1. The title, account number, and position number of the position to be reviewed

      2. Source of funds if a salary increase is contemplated

      3. Up to date Position Description

      4. Up to date Organization Chart for the unit

5. University Human Resource Services will evaluate the position, using questionnaires and interviews, and assign an appropriate salary grade for the position. Recommendations for salary grade changes must be approved by the provost or appropriate vice president.

6. In the event that a position is reclassified to a higher grade level, the incumbent shall receive any new pay increase to be effective the date the respective department head approved the associated new duties to take effect. If this effective date is prior to the date the position is officially reclassified, then the incumbent shall receive a lump-sum pay adjustment to make up for any difference in base salary.

7. The salary grade assigned by University Human Resource Services may be appealed to the Position Ranking Appeals Committee if either the department head and/or employee does not agree with the evaluation. Appeals should be made within one month of receipt of notification. Disagreements over salary grade assignments are not subject to the Grievance Procedure. An appeal procedure is available to resolve disagreements over non-exempt/exempt status. Appeals are to be submitted in writing to the Director of University Human Resource Services, Bloomington campus. Forms for this purpose are available from University Human Resource Services.

8. If University Human Resource Services feels that the duties of a position support changing its classification to a different functional group, the Classification staff will provide the union president or designee one week to provide input and consider any information that the union submits, before making its decision.

9. When an employee's position is reclassified to a position in a lower pay classification, the employee's pay rate will be frozen until it matches the salary rate for the new classification. Until this occurs, any annual wage increase will be provided in the form of a lump sum amount.

   1. The pay rates of employees who voluntarily choose a position in lower pay classification, who choose a position in a lower pay classification due to a reduction-in-force, or who are placed in a lower pay classification due to lack of performance or qualifications, will receive a reduction in pay to the corresponding step in the lower range.

   2. Employees whose classifications were changed and whose pay rates were not frozen (red-circled) prior to July 1, 2002, will continue to receive their salary increases as they did prior to July 1, 2002. (7/02)

B. Reclassification from SM/SS to PA The following procedures are applicable for requesting reclassification of positions from non-exempt to exempt status:

1. The University Human Resource Services staff will review the descriptions, determine if exempt status is appropriate and assign a classification level. HRMS documents should then be completed by departments to effect rank code changes.

2. Requesting departments will be notified directly by University Human Resource Services if jobs are determined to be non-exempt. An appeal procedure is available to resolve disagreement over non-exempt/exempt status. Appeals are to be submitted in writing to the Director of University Human Resource Services.