Reclassification Procedures. 7.2.4.1 ( A) Accredited college or university courses, including extension courses that are specified as upper division or graduate courses on transcripts, are automatically acceptable for reclassification if they meet one of the following conditions:
(1) Courses taken from a school of education or courses which have an education designator; (2) Courses related to the Unit Member’s established. Faculty Service Area (FSA) or future assignments as anticipated by the Contract.
Reclassification Procedures a. A reclassification request may be initiated by the employee or his/her supervisor.
b. All requests for reclassification must be submitted on the “Reclassification Questionnaire Form” and any supporting materials shall be submitted to Human Resources by the November 1st deadline. Forms are available through the District’s Human Resources Department.
c. If the employee initiates the request, the Committee shall provide a copy of the completed form to the immediate supervisor for review. The supervisor shall have at least five (5) working days to provide a response to the Committee. Following the immediate supervisor’s comments, the employee shall have at least five (5) working days to provide a response to the Committee.
d. Committee members are responsible for reviewing the reclassification questionnaire and any supporting materials submitted by the employee or immediate supervisor prior to the scheduled interviews, if any, as provided in subdivision (f) below in this section. A written statement from the next level administrator may also be reviewed. Committee members should be prepared to ask appropriate questions to clarify any issues arising from the questionnaire and materials.
e. The Committee may elect to conduct field interviews to validate workflow processes and to observe the utilization of equipment, tools, and other instruments required to perform the duties of the position. Salary studies using comparable school districts may be conducted.
f. An interview may be scheduled with the employee and immediate supervisor before the Committee. The purpose of the interview is to gather information and to clarify any ambiguities.
g. Following the completion of the review of all requests for reclassification, Committee members shall participate in discussions as a group pertaining to the merit of the request based on the guidelines for reclassification. Committee members shall review and make each recommendation on each issue in front of the Committee. An attempt to reach consensus shall be made.
h. Committee members shall vote on a recommendation following the interview and in consideration of all the information present.
i. If the Committee reaches a unanimous decision in its recommendation, the CVUSD Board of Education shall review the unanimous recommendation from the Committee. Thereafter, the Committee will render its final recommendation to Human Resources, the CSEA Chapter President, and the Superintendent no later than May 1st. The Committee’s...
Reclassification Procedures. 22.1 Reclassification shall be defined as the upgrading of a position to a higher classification as a result of an ongoing increase in the type of duties being performed by the incumbent in such position or due to a permanent change in technology, job duties or type of work that may alter the nature of the job.
22.2 A reclassification shall not occur to address an increase with workload of the same type of duties, temporary assignment(s) typically occurring less than five (5) days and no longer than fifteen (15) days, or duties undertaken on a voluntary basis without assignment by the immediate supervisor.
Reclassification Procedures. A reclassification is a change in an employee’s job title and pay based on significant and sustained changes in job duties and levels of responsibility. A temporary change in job duties and levels of responsibility will not be considered the basis for reclassification. Employees are eligible for a position reclassification under the following conditions:
a. An employee must submit a written request for review of the employee’s job duties and responsibilities. The request must include an explanation and enumeration of such additional job duties and level of responsibility supporting the request. The request must include the length of time the additional job duties and responsibility were performed. The reclassification must be endorsed by the employee’s immediate supervisor. An employee’s immediate supervisor may submit a request for an employee reclassification.
b. The written request must be submitted to the Director of Human Resources no later than December 1. The Director of Human Resources will convene and chair a reclassification committee comprised of the Director of Business Services and two (2) secretaries appointed by the Association. The committee will submit its reclassification decision no later than January 30. If the reclassification is approved, the employee’s reclassification will be in effect February 1 following the reclassification decision. A reclassification must be recommended by no fewer than three (3) members of the reclassification committee.
c. The decision of the reclassification committee is not subject to appeal through the grievance procedure. An employee or supervisor may resubmit the request for reclassification the following school year.
Reclassification Procedures. 6.1. Any action taken by the DISTRICT that creates a reclassification of management personnel shall be subject to meet and confer requirements. If a reclassification necessitates downward adjustments of management personnel, said actions will occur in reverse order of promotion, unless mutually agreed upon by the DISTRICT and the affected Management EMPLOYEE(S).
Reclassification Procedures. If an employee believes that they spend an appreciable portion of their time performing duties inappropriate to the employee’s classification, the employee, or the initiator of the request, may file a Request for Reclassification (PC Form C1121) with the Personnel Commission. The employee will attach a list of duties which they believe are inconsistent with those in the assigned job specification. The Reclassification Request shall be acknowledged by the employee’s immediate supervisor and the College President or District Office Vice Chancellor of Human Resources and forwarded to the Personnel Commission within twelve (12) working days from date of the reclassification request. The Personnel Commission will review the request for reclassification. The rules regarding reclassification are contained in Personnel Commission Rule 545 and related rules, and in Education Code provisions cited in those rules. The Personnel Commission will notify the AFT Staff Guild when the request has been received.
Reclassification Procedures.
1. Definitions and Criteria “Reclassification” is the upgrading of a position to a higher classification as a result of reevaluation of the duties, requirements and/or responsibilities performed by the incumbent, which could result in a new classification. Reclassification may occur when a position is improperly placed on the salary schedule in relation to duties, requirements and/or responsibilities compared to similar duties, requirements and/or responsibilities performed at other districts.
2. Reclassification Guidelines
a. Seniority or length of service in a position shall not be a basis for reclassification.
b. Reclassification can occur if the job duties performed differ from the duties described in the job description, and/or the increase in the level of required duties, as evident to requiring specific training, such as, CPI, etcetera.
c. Employees reclassified under this Article shall not be subject to a change of status. An employee who is reclassified during their probationary period shall only be required to serve out the remainder of their original probationary period in the new classification.
Reclassification Procedures. 19.2.1 The Reclassification/Reallocation Questionnaire (attached as Appendix D to this Agreement) shall be used to document the request for reclassification. The questionnaire shall ask the employee(s) or CSEA to describe the job duties or requirements which have changed since the job description was last revised and approved by the Board.
19.2.2 The completed questionnaire shall be submitted to the immediate supervisor(s) who shall provide input on the current job duties and requirements, provide an opinion on how the position or classification has changed and make a recommendation as to whether a reclassification or reallocation is in order. The immediate supervisor’s recommendation shall be reviewed by the Superintendent or designee who shall make one or more of the following determinations: (1) whether the position should be reclassified, (2) whether the job description needs updating, (3) whether the employee(s) in question is/are working out of classification, and 4) whether the salary placement should be reallocated to a higher salary range. This decision shall be communicated in writing.
19.2.3 If the Superintendent or designee determines that the job description needs updating or that a reclassification/reallocation is in order, the District and CSEA shall meet and negotiate, separate from contract negotiations, to come to an agreement regarding changes to the job description and the salary placement for the new job description.
19.2.4 All changes to job descriptions or reclassifications/reallocations shall require Board approval. If the reclassification/reallocation affects a whole class of employees, ratification of CSEA membership is required. If a reclassification/reallocation affects individual positions, signature of an authorized representative of CSEA is required.
19.2.5 Reclassifications/reallocations resulting from this procedure shall be effective July 1st of the next fiscal year.
19.2.6 All forms, documents and questionnaires shall be retained by the District.
Reclassification Procedures. 12.1 Article XVI, Section F, of the State Agreement between the State of New Jersey and the Council of New Jersey State College Locals, AFT, AFL-CIO provides that: When the duties and responsibilities contained in the employee’s local job description change to the extent that they are no longer similar to the duties and responsibilities set forth in the current generic job specification, the position may be eligible for a position reclassification review. Professional staff employees may apply to the first level non-unit supervisor for a position reclassification whenever their duties and job responsibilities have changed as set forth above.
12.1.1 At each College/University, the procedures for position reclassification review shall provide for completion of the process and transmission of a final determination to the affected employee within ninety (90) days from the date of submission of the employee's application. Waivers of the deadline in particular cases may be agreed to by the College/University and the Local UNION. Reasonable requests for waivers will be granted.
Reclassification Procedures. The reclassification procedures shall be as follows: An employee who believes he/she is being regularly assigned additional duties or being asked to perform work outside his/her normal job, may file a written request with the Personnel Committee for a classification review. Such requests must be filed by May 1. The Personnel Committee shall conduct its review and inform the employee of its decision in writing by August 1. Should the Committee decide in favor of the employee, the employee shall be reclassified effective January 1 of the next fiscal year, or the additional duties shall be removed as soon as possible. In any case, lack of funds shall not be reason for failing to fund the reclassification. Denials are not subject to the grievance procedure.
