Position Classification Review. An employee may request an audit of his/her position to determine if the assigned classification is still appropriate. The immediate supervisor shall be notified of this audit request. All requests will be handled by the Human Resource Office. Reasonable work time shall be provided for the employee to consult with their supervisor and to prepare an updated job description. The supervisor has up to fifteen (15) workdays to finalize and submit an updated job description to Human Resources. Absent any unforeseen circumstances, reviews shall generally be completed within 45 calendar days of the date the complete position review request is submitted to Human Resources. The results of the review will be provided to the supervisor of the position and the affected employee. If the audit substantiates that an employee has been performing the duties of a higher- rated classification, the employee shall be reclassified/reallocated effective the beginning date of the pay period in which the audit was conducted, provided the employee has passed the appropriate examination for the position. The employee will be paid at the higher rate effective the same date as the reclassification/reallocation. If the employee has not passed the appropriate examination, the effective date of any salary increase and reclassification/reallocation shall be the beginning date of the pay period following the date on which the employee passes the appropriate examination. If the employee disagrees with the findings of the audit, they may request further review within thirty (30) calendar days of receipt of the results. Additional review will be made by the Director, Civil Service/Student Employment and Employee Relations (or designee), with the results furnished to the affected employee within thirty (30) calendar days. If the employee disagrees with these findings, they may only seek further classification review by the State Universities Civil Service System in accordance with the Statute and Rules of that system.
Position Classification Review. An employee may request an audit of the appropriateness of their position classification. Such requests will be handled by the Campus and/or Human Resources Office and the results of the audit will be issued by such office. Reasonable work time shall be provided for the employee to consult with their supervisor and for the employee to prepare an updated job description. Upon request, additional review may be made by the Associate Vice Chancellor for Human Resources or designee. Such audit or review should be completed within thirty (30) calendar days of the date the audit request is received in the Campus Human Resources Office, or within thirty (30) calendar days of the request for review, with the results furnished to the affected employee(s). An employee may request further review by the Campus Human Resources Office, to be completed within thirty (30) calendar days of receipt, with the results furnished to the affected employee(s). The time limits specified above may be extended for good cause by the Employer. If the audit substantiates that an employee has been performing duties of a higher rated classification, the employee shall be paid the higher rate (if the duties of the employee are not reduced) effective the beginning of the pay period after the employee receives the results of the audit. This will happen if the employee has passed the appropriate examination required for the higher-rated classification. If the employee has not passed the appropriate examination, the effective date of any salary increase and reclassification shall be the beginning of the pay period following notice of passing the appropriate examination. The employee may seek further classification review only by the State Universities Civil Service System in accordance with Civil Service System rules and procedures.
Position Classification Review. (a) An employee who feels their position is improperly classified may apply to the Executive Director to have the classification reviewed.
(i) Where the review concerns an employee-initiated request for reclassification, the Executive Director’s decision is final.
(ii) The Executive Director’s decision shall be rendered within 30 days of the request.
(iii) An employee who initiates a request under this clause is entitled to the assistance of Union Representative.
(iv) Where the review concerns an Employer-initiated downgrading of classification, the affected employee may appeal the Executive Director’s decision within 30 days through the Grievance Procedure, including.
Position Classification Review. 1. An employee wishing to request a position classification review will submit a completed request to the Department Head/Director and simultaneously send a copy to the appropriate personnel office on forms designed by Rutgers. The personnel office will complete such review within eight (8) weeks, with a two (2) week extension if necessary, after signoff of the forms by the Vice President/Xxxxxxx, or consultation by University Human Resources with the employee’s department. Compensation for any new job classification will be effective retroactively to the payroll begin date following receipt of completed request-for-review materials at the appropriate personnel office.
2. If the employee is dissatisfied with the results of the review, he/she may appeal within six
Position Classification Review. A non-periodic position re-evaluation will be considered only if significant changes in complexity of duties have taken place. It should be noted that changes in work volume, minor changes in work content, or changes in quality of employee performance will not result in a changed position level, and should not result in a request for a Position Classification review. A Request for Position Classification Review Form (Appendix #3) detailing the basis for such action should be forwarded by the Department Head/Xxxx or Director to the appropriate Administrative Officer for review. The form should then be signed and forwarded to the Manager of Total Compensation, with comments providing some insight into the extent of change and analogous situations existing within the executive area. To facilitate the process and provide timely responses to Department Heads the following priorities are established by the Manager of Total Compensation:
a. New or changed positions for which openings exist or changes due to major reorganizations are given first priority.
b. Increased responsibilities: Positions for which the content has changed significantly and permanently, and there appear to be added responsibilities that could possibly change the position level, are given second priority.
c. Content changes: Position descriptions in which the content has changed somewhat, and which have been submitted for informational purposes only, to ensure records are current. Salary increases, normally between 6%-10% for one grade level, 8%-12% for two grade levels, 10%-14% for three grade levels, granted as a result of a Position Classification Review, will be made effective the first Sunday following receipt of the request by the Department of Human Resources. PSSAP MANUAL (July 1, 2008) 4 If funds are not available in the current fiscal year budget, the funds required to implement any salary change will be included in the budget for the following fiscal year, with the same effective date. Grant-funded programs may be exempted only if it can be documented that sufficient funds are not available.
Position Classification Review. The Association may request a reevaluation of a position (job classification), on the basis of job content change only. The State will review such a request and will re-evaluate the position, provide an opportunity for the Association to present its views, and render a written decision. Implementation of any resulting reclassification of position shall be made consistent with normal procedures and availability of funds. This provision shall not be abused.
Position Classification Review. The Union may request a reevaluation of a position (job classification), on the basis of job content change only, the State will review such a request and will reevaluate the position, provide an opportunity for the Union to present its views, and render a written decision. Implementation of any resulting classification of position shall be made consistent with normal procedures and availability of funds. This provision shall not be abused.
Position Classification Review. (a) An employee who feels his position is improperly classified may apply to the ECAA’s designate to have the classification reviewed.
Position Classification Review. (a) An employee who feels his position is improperly classified may apply to the G.M. to have the classification reviewed.
(i) Where the review concerns an employee-initiated request for reclassification, the G.M.’s decision is final.
(ii) The G.M.’s decision shall be rendered within thirty (30) days of the request.
(iii) An employee who initiates a request under this clause is entitled to the assistance of an Association Representative.
(iv) Where the review concerns an Employer-initiated downgrading of classification, the affected employee may appeal the G.M.’s decision within thirty (30) days through the Grievance Procedure, including Arbitration, if necessary.
Position Classification Review. 1. The Union will be notified, in writing, of all survey schedules and changes in connection with position management reviews.
2. Audit findings will be discussed with the employee occupying an audited position. Upon request of the incumbent employee, the employee may make a written or oral presentation to the classifier concerning the classification action. If requested by the employee, a NFFE representative may make such presentations on the employee‟s behalf and/or may accompany the employee. Full consideration will be given to any representation on behalf of the employee prior to finalization of the audit findings.
