Common use of Procedure for Requesting Reclassification of a Position Clause in Contracts

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 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 (Manager, or designee) designee shall be provided to the employee, the employee's Department Head and the City Manager. Step 3: If the Deputy City Manager (Manager, or designee) 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 (Manager, or designee) designee recommends that the reclassification request be denied, the employee may file a grievance at Step 3 of the grievance procedure.