Procedure for Requesting Reclassification of a Position.
Step 1: An employee who believes his or her position is not properly classified may submit a written request to the Court Executive Officer that a classification study be conducted. Requests shall state the reasons the employee believes the present class is not appropriate and which class the employee believes is appropriate based on the employee's present duties.
Step 2: Appropriate Superior Court response to an employee's request for reclassification includes, but is not limited to, denial of request or initiation of a classification study.
A. If the request is denied, the employee shall be given a written statement of the reasons for the denial. If management denies the request or fails to respond within thirty (30) calendar days, the employee may submit the request to OCEA for consideration.
B. If a study of the position is initiated at the employee's request as provided above and the employee does not agree with the classification decision as approved by the Superior Court, the employee may submit the request to OCEA.
Step 3: After receiving an employee request for study, OCEA may request in writing that a classification study of the position be initiated or refer the matter to a consultant, as provided in Step 4. Such requests are to be timely.
Step 4: The Court Executive Officer in conjunction with the Executive Officer of Human Resources shall determine when the position was last studied and whether there has been a change of duties or change in classification structure which justifies restudy.
A. If the study is justified and the request is made under Step 2.A., the employee shall be given a Position Description Form within fifteen (15) days. Within one hundred twenty (120) calendar days after the Court Executive Officer receives the completed Position Description Form, OCEA shall be notified of the appropriate classification of the position.
B. If the study is justified, and the request is made under Step 2.B., the study shall be completed in thirty (30) days and the results communicated to OCEA. If the study is not completed within thirty (30) days, upon request of OCEA the matter shall be referred to a consultant under the provisions of Section 5. of this Article.
Procedure for Requesting Reclassification of a Position. Step 1: An employee who believes his or her position is not properly classified may submit a written request to his or her Department Head and the Deputy City Manager, or designee that a classification study be conducted. Requests shall state the reasons the employee believes the present class is not appropriate and which class the employee believes is appropriate based on the employee's present duties. Such request shall be submitted in January to permit consideration as part of the City's budget review and adoption process.
Step 2: The Deputy City Manager, or designee shall perform a job analysis of the employee's duties and responsibilities, as well as the duties and responsibilities of incumbent employees within the class to which the employee seeks reclassification. The job analysis may include, but is not limited to: completion of job questionnaires or position description forms, interviews with key employees and supervisors, observation of performed duties, desk audits, etc. The findings and recommendations of the Deputy City Manager (or designee) shall be provided to the employee, the employee's Department Head and the City Manager.
Step 3: If the Deputy City Manager (or designee) recommends that the employee be reclassified, and the City Manager concurs, the City Manager shall recommend such reclassification in the proposed City Budget for the ensuing fiscal year. If the Deputy City Manager (or designee) recommends that the reclassification request be denied, the employee may file a grievance at Step 3 of the grievance procedure.
Procedure for Requesting Reclassification of a Position. Step 1: An employee who believes his or her position is not properly classified may submit a written request to his or her agency/department head that a classification study be conducted. Requests shall state the reasons the employee believes the present class is not appropriate and which class the employee believes is appropriate based on the employee's present duties.
Step 2: Appropriate agency/department response to an employee's request for reclassification includes, but is not limited to, denial of request or forwarding of the request to the Human Resources Department with a recommendation that a classification study be conducted.
a. If the request is denied, the employee shall be given a written statement of the reasons for the denial. If management denies the request or fails to respond within thirty (30) calendar days, the employee may submit the request to OCEA for consideration.
b. If the Human Resources Department studies a position at the employee's request as provided above and the employee does not
Procedure for Requesting Reclassification of a Position. Step 1: An employee who believes his or her position is not properly classified may submit a written request to his or her department head that a classification study be conducted. Requests shall state the reasons the employee believes the present class is not appropriate and which class the employee believes is appropriate based on the employee's present duties.
Step 2: Appropriate department response to an employee's request for reclassification includes, but is not limited to, denial of request or a recommendation that a classification study be conducted.
A. If the request is denied, the employee shall be given a written statement of the reasons for the denial. If management denies the request or fails to respond within seventy-five (75) calendar days, the employee may submit the request to the Union for consideration.
B. If a study of the employee's position is completed and the employee does not agree with the decision, the employee may submit the request to the Union.
Step 3: After receiving an employee request for study, the Union may forward to the Chief Human Resources Officer a written request that a classification study of the position be conducted or that the matter be referred to a consultant as provided in Section 5. Such requests are to be timely.
Step 4: The County shall determine when a study is justified. If the Union disagrees with this determination, the Union may request a consultant review as provided in Section 5.
A. If a study is justified, the County shall determine the form and timing of the study. The study shall be concluded as soon as practicable. Once concluded, the County shall notify the Union of the appropriate classification of the position.
B. If the Union disagrees with the position classification decision after completion of the study, the Union may request a consultant review as provided in Section 5.
Procedure for Requesting Reclassification of a Position.
Step 1: An employee who believes his or her position is not properly classified may submit a written request to his or her agency/department head that a classification study be conducted. Requests shall state the reasons the employee believes the present class is not appropriate and which class the employee believes is appropriate based on the employee's present duties.
Step 2: Appropriate agency/department response to an employee's request for reclassification includes, but is not limited to, denial of request or a recommendation that a classification study be conducted.
A. If the request is denied, the employee shall be given a written statement of the reasons for the denial. If management denies the request or fails to respond within seventy-five (75) calendar days, the employee may submit the request to the Union for consideration.
B. If a study of the employee's position is completed and the employee does not agree with the decision, the employee may submit the request to the Union.
Step 3: After receiving an employee request for study, the Union may forward to the Chief Human Resources Officer a written request that a classification study of the position be conducted or that the matter be referred to a consultant as provided in Section 5. Such requests are to be timely.
Step 4: The County shall determine when a study is justified. If the Union disagrees with this determination, the Union may request a consultant review as provided in Section 5.
A. If a study is justified, the County shall determine the form and timing of the study. The study shall be concluded as soon as practicable. Once concluded, the County shall notify the Union of the appropriate classification of the position.
B. If the Union disagrees with the position classification decision after completion of the study, the Union may request a consultant review as provided in Section 5.
Procedure for Requesting Reclassification of a Position. An employee who believes his or her position is not properly classified may submit a written request to his or her Department Head that a classification study be conducted. Requests shall state the reasons the employee believes the present class is not appropriate and which class the employee believes is appropriate based on the employee's present duties.
Procedure for Requesting Reclassification of a Position. Step 1: An employee who believes his or her position is not properly classified may submit a written request to his or her Agency/Department Head that a classification study be conducted. Requests shall state the reasons the employee believes the present class is not appropriate and which class the employee believes is appropriate based on the employee's present duties. Step 2: Appropriate agency/department response to an employee's request for reclassification includes, but is not limited to, (a) denial of the request, or (b) forwarding of the request to the Human Resource ServicesPersonnel Department with a recommendation that a classification study be conducted. If the request is denied, the employee shall be given a written statement of the reasons for the denial. If management denies the request or fails to respond within thirty (30) calendar days, the employee may submit the request to the Union for consideration.
