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.

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 be 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.