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.
Appears in 5 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
