Common use of Reclassification Requests Clause in Contracts

Reclassification Requests. ‌ An employee may make a reclassification request whenever the ongoing duties of their position change so substantially that a reclassification is believed to be warranted. Whenever the preceding circumstances exist and the employee wishes to pursue a reclassification, the employee will be required to submit a Position Description Questionnaire (PDQ) to their immediate supervisor(s) and give notification to the Human Resources Department that a PDQ process has been initiated. The Department will have up to thirty (30) calendar days to complete the PDQ process with the employee and to forward recommendations to the Human Resources Department. The Human Resources Department will be responsible for evaluating the reclassification request reviewing comments and may interview the employee and/or perform a desk audit. A written response to the request will be provided to the Department Director within thirty (30) calendar days of receipt of the PDQ in the Human Resources Department. If an outside consultant is retained for the purpose of reviewing the request, additional time may be required. Final determination for reclassification requests is made by the Compensation and Classification Oversight Committee. Every effort will be made to schedule this committee meeting within thirty (30) calendar days of the HR Department’s recommendation. When a determination has been made that the duty changes are of such a significant nature as to warrant reclassification, the City shall reclassify the employee effective the date the employee submitted the Position Description Questionnaire (PDQ) to their immediate supervisor(s) unless the employee’s duties are altered so that their current classification reflects the changes in responsibilities. In the event the reclassification is denied or the employee is dissatisfied with the job title assignment made, and the employee wishes to pursue the matter further, the employee may take the issue up within the grievance procedure at the City Manager’s step. If a new job title is created or the pay grade assignment for an existing job title is changed, Section 1 of this Article will apply.‌‌

Reclassification Requests. ‌ An employee may make a reclassification request whenever the ongoing duties of their position change so substantially that a reclassification is believed to be warranted. Whenever the preceding circumstances exist and the employee wishes to pursue a reclassification, the employee will be required to submit a Position Description Questionnaire (PDQ) to their immediate supervisor(s) and give notification to the Human Resources Department that a PDQ process has been initiated. The Department will have up to thirty (30) calendar days to complete the PDQ process with the employee and to forward recommendations to the Human Resources Department. The Human Resources Department will be responsible for evaluating the reclassification request reviewing comments and may interview the employee and/or perform a desk audit. A written response to the request will be provided to the Department Director within thirty (30) calendar days of receipt of the PDQ in the Human Resources Department. If an outside consultant is retained for the purpose of reviewing the request, additional time may be required. Final determination for reclassification requests is made by the Compensation and Classification Oversight Committee. Every effort will be made to schedule this committee meeting within thirty (30) calendar days of the HR Department’s recommendation. When a determination has been made that the duty changes are of such a significant nature as to warrant reclassification, the City shall reclassify the employee effective the date the employee submitted the Position Description Questionnaire (PDQ) to their immediate supervisor(s) unless the employee’s duties are altered so that their current classification reflects the changes in responsibilities. In the event the reclassification is denied or the employee is dissatisfied with the job title assignment made, and the employee wishes to pursue the matter further, the employee may take the issue up within the grievance procedure at the City Manager’s step. If a new job title is created or the pay grade assignment for an existing job title is changed, Section 1 of this Article 21.1 will apply.‌‌apply.

Reclassification Requests. ‌ An employee may make a reclassification request whenever the ongoing duties of their position change so substantially that a reclassification is believed to be warranted. Whenever the preceding circumstances exist and the employee wishes to pursue a reclassification, the employee will be required to submit a Position Description Questionnaire (PDQ) to their his/her immediate supervisor(s) and give notification to the Human Resources Department that a PDQ process has been initiated. The Department will have up to thirty (30) calendar days to complete the PDQ process with the employee and to forward recommendations to the Human Resources Department. The Human Resources Department will be responsible for evaluating the reclassification request reviewing comments and may interview the employee and/or perform a desk audit. A written response to the request will be provided to the Department Director within thirty (30) calendar days of receipt of the PDQ in the Human Resources Department. If an outside consultant is retained for the purpose of reviewing the request, additional time may be required. Final determination for reclassification requests is made by the Compensation and Classification Oversight Committee. Every effort will be made to schedule this committee meeting within thirty (30) calendar days of the HR Department’s recommendation. When a determination has been made that the duty changes are of such a significant nature as to warrant reclassification, the City shall reclassify the employee effective the date the employee submitted the Position Description Questionnaire (PDQ) to their his or her immediate supervisor(s) unless the employee’s duties are altered so that their current classification reflects the changes in responsibilities. In the event the reclassification is denied or the employee is dissatisfied with the job title assignment made, and the employee wishes to pursue the matter further, the employee may take the issue up within the grievance procedure at the City Manager’s step. If a new job title is created or the pay grade assignment for an existing job title is changed, Section 1 of this Article will apply.‌‌apply.