Typical Considerations for Reviewing Requests for New Classifications and/or
Re-evaluating Pay Level Assignments
Process and Considerations for Determining:
If a New Classification within a Job Family is warranted, or if significant revisions to the KAR's or descriptive language of an existing classification are warranted.
Process: Senior HR Leader must initiate the request to revise a classification or the creation of a new classification and provide the following information in writing:
Rationale for proposed change based upon a significant change in the Key Areas of Responsibility (KAR's)
Any impact on other related classifications
A list of any current employees affected by the request (in this or related classifications) including the position's department/org
- Outcomes of discussions with all Senior HR Leaders impacted and whether they also support the change.
Requests for review of a classification or creation of a new classification may be submitted at any time during the year. Board of Regents Office approval is required for the creation any new classifications.
Corrections on initial placement and level of classifications will be allowed until June 30, 2012.
Considerations:
- Are the key areas of responsibility (outcomes) significantly different?
- Does the new classification or revision undermine the principles of the new classification structure?
- Focused on KAR's and outcomes and not specific job duties and task
- Not replicating the old classification structure ( e.g. a new classification to differentiate pay levels)
- What are the implications of the decision? How many employees would the new classification impact, cascading effects, etc.?
- If appropriate, an opportunity will offered to move employees to the new classification.
- Senior HR Leaders will receive notification of the decision (approval/denial) and the rationale from University Human Resources.
If a classification is assigned to the correct pay level using the University Evaluation Criteria
Process: Senior HR Leader must initiate the request to review whether a classification is assigned to the correct pay level by submitting the following information in writing:
- Rationale documenting the reason for the request to review the pay level assignment
- Any impact on other related classification assignments
- A list of any current employees affected by the request (in this or related classifications) including the position's department/org
- Outcomes of discussions with all Senior HR Leaders impacted and whether they also support the change.
If a decision is made to move the classification to a higher pay level, employees in the classification would be eligible for a promotional increase.
Requests for review of a pay level assignment may be submitted at any time during the year. Board of Regents Office approval is required for a pay level change.
Considerations:
- Have the classification KAR's significantly changed?
- Upon review the KAR's for the classification against the University evaluation criteria, is the level assignment still the "best fit"?
- What is the impact if the level assignment is changed? How many employees does it affect?
- What are the implications of the decision? Does it impact the relationship to other classifications in the job family?
- Senior HR Leaders will receive notification of the decision (approval/denial) and the rationale from University Human Resources.
If a classification is assigned to the correct Structure (A or B)
- The assignment of the classification to a structure (A or B) is solely dependent on the market data.
- Market data with be reviewed once per year to determine if salary structures need to be recalibrated but reassignment of classifications to a different salary structure may occur at any time, if warranted.
- Only credible salary surveys will be evaluated, as determined by University Human Resources. No "self-reporting" salary surveys will be used to determine salary structure recalibration.
If a classification is moved to a different structure, there will be no salary increase for employees in the classification. Only normal University pay practices would apply.
Page Last Updated February 2012