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FOR
NON-EXEMPT ADMINISTRATIVE SUPPORT STAFF
Process for Position Classification Review
1.
Identification of Need
Step
1 of the performance planning process is a review and update, as needed, of the
employee's position description. Minor updates are documented and the
altered position description is sent to HR for our records.
If,
in the course of updating the position description, you believe that significant
evolution of the expectations of the position have occurred, consider
submitting a "Request for Position Classification Review."
Significant
changes deal with the depth and/or breadth of knowledge required to accomplish
the expectations, the complexity and variety of problem solving and challenges
related to the position and the scope or accountability of the position.
In addition to these job factors, positions are also
reviewed to determine if job duties meet the standards established in the Fair
Labor Standards Act for exempt level positions. An on-site job analysis is
conducted to make this determination when the position's current classification
is at a pay grade 10 or in cases where the position description describes duties
that appear to be exempt level.
Note:
Changes related to increased volume or additional tasks requiring
the same or a lesser level knowledge, problem solving and/or
accountability are not justification for upgrading a position
classification. Outstanding performance in and of itself is also not a criterion for
upgrading a position. The level of performance is distinctly separate from
position content and should be addressed in the employee's performance
assessment and recognized in the employee's annual pay increase.
If
you are unsure whether the position has evolved sufficiently to merit a
classification review, contact the Compensation Manager in the Office of Human
Resources for guidance and clarification.
2. Request
Position Classification Review
Access
the forms at Position Classification Review Form.
Attach
the new position description to a Request for Position Classification Review
form describing the changes.
3.
Timeline
Requests
for Position Classification Review for positions that have evolved over the past
year should be submitted to the Compensation
Manager in HR by March 1 of any year.
Response
to all requests will be completed and reviewed with the appropriate supervisor
by April 1.
Appeals
are due in writing to the Compensation Manager in HR by April 15.
Reclassifications
and promotional pay increases will be effective on July 1 of that year.
Reclassification reviews will take place at other times of the year only
for new positions or in the case of positions which have changed significantly
due to a substantial departmental restructuring.
4.
Appeal
If
the department does not agree with the job classification, a request for
further consideration should be made in writing to the
Compensation Manager in HR. In
these instances, an on-site job analysis will be conducted
with results submitted to the Hay Committee.
The employee’s supervisor will have the opportunity to meet with
the Committee and the Committee’s recommendation will be
reviewed with the employee’s supervisor.
If
there continues to be a disagreement, a final determination will be made by
the Vice President for Human Resources in consultation with
the Provost or appropriate vice president, taking into account the Committee’s
recommendation.
Classification
and Pay Policy for Non-Exempt Administrative Support Staff
Full
policy and guidelines are available at http://www.udayton.edu/~hr/Compensation/Hay
Classification/hay_classification_&_pay_policy.htm.
Hay Classification System and Position Classification Guide
Available
at http://www.udayton.edu/~hr/Compensation/hayclass/index.html.
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