Purpose and Scope

This page provides direction for reclassifying student employee positions (promoting to a different classification in a higher level or shifting to a different classification in the same or lower level) within or across job families.

Reclassification proposals must be supported by significant and sustained changes involving new duties and expanded/changed scope, such that the responsibilities of a different classification better align with the work performed.

Initiation and Submission of Requests

Reclassification requests may be initiated by the student employee, their supervisor, or jointly by both parties. All reclassification requests should be submitted to the appropriate department or college/division (organization).

Reclassifications must reflect the defined job characteristics (outlined in the Student Classification by level) and responsibilities (outlined in the Student Classification by job functions). 

Use the Student Employee Classification Change Form to document reclassification requests. 

The new role and responsibilities must align with the classification proposed.

Iowa GROW® conversations can support the reclassification process by helping connect student employees' evolving responsibilities with their academic and career goals.

Evaluation Period for New Responsibilities

The new duties and responsibilities must be performed for a sufficient period to evaluate the student employee's performance and success in the role. The college/major administrative unit may determine the evaluation period, which is typically between one and three months.

Classification Review and Approval/Appeal Process

The review of classification requests, including any appeals, is conducted at the organization level. This process ensures alignment with organizational policies and the responsibilities of the proposed classification.

If the student employee or supervisor wants to appeal the decision, please review the appeal process.

Appeal Process for Reclassification or Promotion Requests

Appeal Process for Reclassification or Promotion Requests
  • The review of reclassification or promotion requests, including any appeals, is conducted at the organizational level. This process ensures alignment with organizational practices and the responsibilities of the proposed classification.
     
  • If a reclassification or promotion request initiated by a biweekly student employee is denied by the supervisor or department/administrative unit, the request and the reasons for denial should be forwarded to the college/major administrative unit. The supervisor or department/administrative unit should also provide written notification to the biweekly student employee, supervisor, and department, detailing the reasons for the denial.
     
  • Upon receiving written notification of the denial, the individual who initiated the request has 15 days to submit an appeal to the college/major administrative unit. The written appeal should explain why the student employee or supervisor believes the initial decision was incorrect. If an appeal is not submitted within this period, the denial will be considered final. If the college/major administrative unit denies the appeal, that decision will also be considered final.

Compensation Adjustment Guidance

Pay increases for promotions (to a higher level of classification) range from 5–10% (or an increase of $0.50 to $1 per hour) and should be at least the minimum rate for the higher classification.

In cases of reclassification to the same level, pay increases are not automatic. However, if an increase is offered, it typically falls between 1–5% (or $0.25 to $0.50 per hour) and should be at least the minimum rate for the new classification.

In cases of reclassification to the lower level, a pay increase is generally not provided, and a pay reduction may occur in some cases.

These changes should reflect the student employee's responsibilities and performance, be consistent with those of comparable student employees with the same budgetary unit, and align with the policies of the college or administrative unit. Before initiating the pay recommendation request, supervisors should consult with unit leadership and their HR representative.

In exceptional circumstances, a reclassification may warrant a pay adjustment beyond these parameters. Any increase outside the standard range must be approved at the organizational level by senior HR leaders.

Effective Date

The effective date for reclassification is typically the first day of the biweekly pay cycle following approval.

Process

Please contact your departmental HR representative or the HR Transaction Hub to complete the required workflow form. The applicable form is located under Change in Status > Job/Pay Change.