Reclassification – 2014-2015

Definitions and Process

Definitions Reclassification: The upgrading of a position to

a higher classification as a result of the gradual increase of the duties being performed by the incumbent in that position. Ed. Code. §88001(f)

Job Family: Refers to a grouping of jobs that handle similar types of work and require similar types of training, skills, knowledge and expertise (See Salary Schedule for CCCUE)

Reclassification occurs within a job family (otherwise it becomes a new job)

Definitions – continued Job Description: Descriptions are action-

oriented documents that clearly and concisely state the primary duties performed, responsibilities carried out, and requirements in a particular job or position.

Job descriptions are not an exhaustive list of every task performed.

Reclassification Process §3.6.1.3

CCCUE Collective Bargaining Agreement, Article 3.6

Forms were created by the Reclassification Committee to provide detailed information that helps the committee make informed decisions about reclassification requests .

Reclassification Process §3.6.1.3 The employee will submit the completed

Reclassification Request form and signed Management Verification form between November 1 – January 31 pursuant to the collective bargaining agreement

This timeline has been extended this year to February 2, 2015 because of the deadline falling on a Saturday.

Current job description must be attached Proposed (showing tracked changes) or newly

created job description must be attached

Reclassification Process §3.6.1.3 If the employee and manager cannot agree on a

single proposed job description the application is considered incomplete

If the committee determines a packet is incomplete due to a technicality, the employee will be given five days to correct the deficiency and return the reclassification request to Human Resources . A request for reclassification which is rejected for such a technicality, may be reconsidered the following year, notwithstanding 3.6.1.2.2.

No employee working in the same classification may submit a request for reclassification more than once in any two-year period. (3.6.1.2.2)

Reclassifications may be warranted when change occurs in the job description and requirements: Skills, knowledge and abilities Experience and education Technical expertise Accountability Responsibility Complexity Working conditions as described in the job

description Physical demand or skill

Factors that the reclassification Committee cannot consider in reclassifying a position:

Performance of the incumbent Longevity of the incumbent in position Qualifications of the incumbent that are

not required by the position Personality Financial need

Reclassification is not warranted when: Used as a reward for superior service by

incumbent Superior service is to be commended, and the

performance evaluation is the place to recognize it. Remember this is about the position, not the incumbent’s performance.

Additional assigned duties or restructured duties are at a comparable level (increase in volume of work) An increase in work volume is addressed

through hiring of additional employees. More work at a comparable level does not warrant reclassification.

Reclassification is not warranted when: A person is working outside of a job family (a

textbook buyer cannot be reclassified as a secretary) If the incumbent is performing duties outside

of the job family, the manager and incumbent need to work together with Human Resources to clarify expectations.

Seeking an increase in pay Remember, the reclassification process is

about a perceived district need for the position to be changed due to an increase in job duties.

Reclassification Committee …is comprised of six members Three appointed by CCCUE Two appointed by the District One Superintendent/President’s designee …must recommend or deny each request

by a minimum 4-2 vote The committee’s decision is not subject to

appeal - no appeals are granted per the Collective Bargaining Agreement §3.6.1.3.7.2

When reviewing a position for reclassification, the Reclassification Committee carefully studies:

The job description and other related materials Such documents highlight important information related

to changes in the position How a position has changed (additional duties,

supervision exercised and received, and other critical components of the position)

The current position in comparison with the proposed job description in the job

In some cases, the Committee will consult with campus experts in the area to obtain their perspective and assessment of the position

The Reclassification Committee considers these important factors when reviewing reclassifying a position Nature and/or type of work performed Level of responsibility Additional experience or education required Impact of position on the unit, department, or campus Reporting relationships Scope of duties Change in working conditions required by change in duties Complexity of work Supervision received Supervision exercised Change in knowledge and skills required to perform the

duties

Final Notes… The district may establish new or

reclassify current positions at times other than those outlined here, as a result of operational demands

Review the Collective Bargaining Agreement §3.6

Questions?