Job Audit. An employee may request a job audit to determine the proper classification of their position. When practicable, Minnesota Management and Budget or the Appointing Authority with delegated classification authority shall complete the job audit within one hundred twenty (120) days after receiving a request that has been submitted by the employee. Minnesota Management and Budget or an Appointing Authority with delegated classification authority shall acknowledge, in writing, receipt of an employee-initiated request for an audit of their position within thirty (30) calendar days of receipt of the request. If the audit is not completed within one hundred twenty (120) days, the Appointing Authority conducting the audit will inform the employee of the status of the audit and provide any reasons for any delay and the anticipated date of completion.
Job Audit. Section 17.1. Upon request of the Employee or the Employer, the Human Resources Coordinator shall conduct a job audit to determine whether the Employee is properly classified. The Employee shall provide all necessary information to the Human Resources Coordinator regarding the job audit.
Section 17.2. Within thirty (30) working days of receipt of the information, the Human Resources Coordinator shall determine if the Employee should be reclassified. In the event of reassignment to a classification in a higher pay range, the Employee shall be reassigned to the base rate of the new classification or the pay step representing at least a four percent (4%) increase over the Employee’s prior rate of pay, whichever is higher. In the event of reassignment to a classification having the same pay range as the Employee’s current classification, no increase will be received. Job audit reviews are subject to the grievance procedure.
Section 17.3. In any reduction of an Employee, other than a disciplinary reduction under Article 12, the Employee shall be assigned to the pay step in the new classification as follows:
(a) The same, numbered pay step in the new classification as the Employee occupied in the classification from which he or she was demoted; or
(b) The pay step that corresponds with the number of years the Employee has served with the Employer, if that step would be higher than the step assigned under Section 3(a) above; provided, however, the Employer shall not be required to recognize a year of service under this subsection for any year in which the Employee did not receive a step increase pursuant to Memorandum of Understanding.
Job Audit. 9.1 A job audit may be requested when there has been a substantial and permanent change in the duties and responsibilities since the last significant revision of a job description or last job audit review. The employee may request the review. The request should be submitted using the appropriate form with a justification for the request that includes the following information:
(a) New duties and responsibilities assigned on a continuing basis must be identified. Other inaccuracies in the job description must be specifically pointed out. If the job description does not reflect essential and significant duties assigned on a regular and recurring basis, the employee must clearly identify those duties.
(b) The reasons for believing the job may be classified incorrectly should be clearly stated.
9.2 The department head or designee will review the job audit request form and discuss it with the employee. The department head will complete his/her section of the job audit request form to ensure the description is accurate and up to date. A copy of the comments will be provided to the employee. The department head will forward the job audit request form to the Human Resources Manager within thirty days of receipt from the employee.
9.3 The Human Resources Manager or designee will review the request and make a determination if a new job description is necessary and/or if the job is accurately classified. The review may include a desk audit or discussion with the employee and the supervisor and/or department head.
9.4 The Human Resource Manager's decision, with an explanation of the findings, will be provided to the employee and the department head within five months of the date the
9.5 An employee may appeal the classification decision of the Human Resources Manager to the Bellingham Civil Service Commission.
9.6 At any time in this process, if it is found that the employee is being assigned or performing higher grade duties which change the grade of the position, such duties may be withdrawn based on budgetary limitations or sound position management principles. If the decision is to continue to assign the duties to the employee, the position description will be revised to reflect the duties and appropriate changes in the classification will be effected.
Job Audit. Section 17.1. Upon request of the Employee or the Employer, the Human Resources Office shall conduct a job audit to determine whether the Employee is properly classified. The Employee shall provide all necessary information to the Human Resources Manager regarding the job audit.
Section 17.2. Within thirty (30) working days of receipt of the information, the Human Resources Manager shall determine if the Employee should be reclassified. In the event of reassignment to a classification in a higher pay range, the Employee shall be reassigned to the base rate of the new classification or the pay step representing at least a four percent (4%) increase over the Employee’s prior rate of pay, whichever is higher. If no pay range exists that would provide a minimum four percent (4%) increase, then the Employee shall be placed in the highest pay step in the new classification. In the event of reassignment to a classification having the same pay range as the Employee’s current classification, no increase will be received. Job audit reviews are subject to the Grievance Procedure.
Job Audit.
9.1 Request A job audit will be conducted when the Human Resources Department receives a written request that there has been a substantial and permanent change in the duties and responsibilities since the last significant revision of a job description or last job audit review. The employee may request the review. The request shall be submitted using the appropriate form with a justification for the request that includes the following information:
a) New duties and responsibilities assigned on a continuing basis must be identified. Other inaccuracies in the job description must be specifically pointed out. If the job description does not reflect essential and significant duties, assigned on a regular and recurring basis, the employee must clearly identify those duties.
b) The reasons for believing the job may be classified incorrectly should be clearly stated.
Job Audit. When a question arises as to whether or not a bargaining unit employee in a given State Universities Civil Service System Classification is working out of their classification, the bargaining unit employee or Union may request, in writing, a job audit. Such requests shall not be honored or acted upon more than once every twelve (12) months. The Office of Human Resources shall conduct and complete such audit within thirty (30) working days of the date the Office of Human Resources receives an updated job description. Reasonable work time will be provided for the bargaining unit employee to collaborate with the supervisor as the supervisor writes an updated job description. However, the supervisor shall make the final decision with respect to any changes to the job description. The results of such audit will be provided in writing to the employee and the Local President within thirty (30) calendar days. If the audit substantiates that an employee has been performing the duties of a higher classification, the employee shall be paid at the higher rate retroactive to the date the written job audit request was received, or if required, on the date that the employee passed the appropriate examination for the higher level position. If the employee does not pass the appropriate examination, the effective date of any salary increase shall be the date on which the employee passes the appropriate examination. The Office of Human Resources will discuss with the employee the reasons for the determination in the classification specification, if so requested. Supervisors shall allow employees the opportunity to take Civil Service examinations in order to increase the employee’s opportunities to seek advancement. Such testing shall be allowed when it does not interfere with the department’s operational needs and advance notice is provided to the supervisor.
Job Audit
