Classification Quick Facts:

• A reclassification or skill level change is appropriate when organizational needs require a permanent, significant change to the job duties required of and assigned to a position. It is not to intended to recognize the seniority, service, or performance of the employee assigned to the position.
  
• Most positions evolve over time, taking on new duties or new methods of accomplishing assigned duties. This does not necessarily meet the requirements for a change in classification or skill level.
  
• The appropriate classification for each position is determined by identifying the primary purpose for the position as well as the duties in which the majority of the incumbent's time is spent and determining the best-fit classification. Not all assigned duties must be within the classification.
  
• Each classification and skill level is designated as either exempt or non-exempt from payment of overtime. To learn more about the criteria used in determining exemption status, see the Exempt v. Non-exempt area of the C&C Toolbox. NOTE: A Human Resources professional will evaluate whether an employee should be classified as exempt.
  
• A reclassification in recognition of changed job duties is normally effective the first of the pay period following the date of receipt in Human Resources, Safety & Risk Management; a reorganization is normally effective the first of the pay period following completion of the review.
  
• A change in classification to a classification with a higher salary range requires a minimum of a 5% salary increase, to be funded by the Department, and the new base salary must be equal to at least the minimum of the new salary range.
  
• When an employee is reclassified to a higher classification, a new probationary period must be served, unless waived by the University. However, if the employee has attained permanent status in a previous classification, that status will be retained until such a time as the employee attains permanent status in the new classification.
  
• No commitment should be made to an employee regarding a change in classification prior to a review by Human Resources and endorsement by the appropriate Cabinet-level officer.

Purpose of classification change:

• To meet organizational needs.
  
• To provide promotional opportunity for employees.

A position may not be reclassified for the following reasons:

• To increase an employee's salary.
  
• To reward an employee's performance.
  
• To recognize an increase in assigned work in the current or a lower-level classification.
  
• To recognize a temporary assignment of higher-level duties.