GUIDELINES FOR RECLASSIFICATION Clause Samples

GUIDELINES FOR RECLASSIFICATION. A. Placement of a position on the salary schedule may be determined by the degree of the following factors: Required skills, knowledge and abilities Required experience and education Scope of responsibility Accountability Complexity Working conditions Supervision given or received Impact of decisions Contacts Scope and effect Physical demand or skill B. Upon review of the factors listed above, the committee may determine that based on the totality of the circumstances, the reclassification of a position may be warranted: If a significant change in the level of one or more of these factors occurs. If it is determined that the position was originally under-classified. If the job description does not accurately reflect the assigned duties. (Note: Generic job descriptions are designed to encompass an entire job classification and specific job duties will be at the same level, but may differ in kind). If the salary is determined not to be competitive with market pricing with other community colleges. C. Reclassification of a position may be unwarranted: If it is viewed as a reward for superior services. If additional assigned duties are at a comparable level and do not affect the degree of complexity, accountability, etc. of the position. If it is determined that the duties are not congruent with District goals and policies, reassignment of duties may be more appropriate than reclassification.

GUIDELINES FOR RECLASSIFICATION. An employee may seek reclassification of the employee’s position where it is demonstrated that the District has assigned a substantial and permanent change in the level of duties and responsibilities of the position. A permanent change is defined as a change made to the position’s duties that lasts at least a year. A. A change in classification may be warranted if there is a substantial, permanent change in one or more of the factors listed: Required skills, knowledge and abilities Required experience and education Required technical expertise to perform required duties Scope of responsibility Accountability Complexity Working conditions Supervision given or received Impact of decisions Physical demand or skill Position was originally under-classified Position was mis-classified B. SUBSTANTIAL AND PERMANENT CHANGE: TOTALITY OF THE CIRCUMSTANCES The committee will recommend, based on a totality of circumstances, the District has made substantial and permanent changes to the position or, applying the standards identified in Section 6.3(A) To reward superior services. If additional assigned duties are at a comparable level and do not substantially and permanently affect one or more of the factors that warrant a change of classification outlined in Section 6.3(A).

GUIDELINES FOR RECLASSIFICATION. These guidelines form the general rules for reclassification and are in accordance with the National Metals and Engineering Industry Competency Standards Implementation Guide, 4th Edition, (November 1999).

GUIDELINES FOR RECLASSIFICATION. Placement of a position on the salary schedule may be determined by the degree of the following factors: Required skills, knowledge and abilities Required experience and education Scope of responsibility Accountability; Complexity Working conditions (e.g., indoor/outdoor, safety, etc.) Supervision given or received An increase in the amount of work (quantity), without a change to any of the following factors above (A-F) within an existing classification does not constitute a reclassification.

GUIDELINES FOR RECLASSIFICATION. Placement of a position on the salary schedule may be determined by the degree of the following factors: