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Reclassification
Process
Position
Classification
Reclassification
is the process of changing a position’s current title to a different title. This
is warranted when the duties of a position are changed to such an extent that
the position’s current title is no longer appropriate. The change must be
significant and clearly stated in the MS-22. All
changes to a position should be
highlighted (Red) so that the new
information can be easily distinguished. Please consider the analyst will be
reviewing only the information provided to make a determination. Not all changes
to the duties of a position result in a reclassification.
Reclassification and Salary
It is important to point out the reclassification of a position does
not always involve a change in salary. When a position’s classification title is
changed the salary rate may increase, decrease, or remain the same depending on
the new title.
Position Classification Guidelines
Step 1:
Gaining a complete and accurate understanding o f a
position’s function by reviewing the position description, an organizational
chart , file records, interviewing the incumbent and possibly the supervisor and
if necessary/or consulting a subject matter expert.
Step 2: Identifying the classification that best reflects the work
of the position by reviewing classification specifications.
Step 3: Identifying the position’s exact classification title by
applying the prescribed job evaluation method.
Collecting Job
Information
To correctly
classify a position it is important to understand what work an employee
performs, how it is performed (methodologies and techniques employed, work aids,
etc.), and why it is performed (the materials, products, subject matter, or
services which result). This information is generally obtained by reviewing an
employee’s position description and conducting an on-site interview with the
employee. This is necessary for the analyst to compile a study for the position.
Using Classification Specifications
Classification specifications are the official description of a
classification and include the following information:
Minimum Qualifications Requirements-
This section describes the minimum education and experience an employee must
possess to be qualified for a specific classification title.
Nature of Work- This section identifies the occupation (e.g. professional
engineering work). The work performed is generally described in one or two
sentences that convey the “what, how and why”. The level of responsibility is
identified (e.g., trainee, full-performance, advanced, supervisory, etc.).
Examples of Work- This section provides examples of duties &
responsibilities. These examples are illustrative only. It is not a complete
list of duties. A position may or may not perform all of these duties and may
perform other duties that are not listed.
Required Knowledge, Skills and Abilities-
In older specifications this section may be headed ESSENTIAL REQUIREMENTS OF
WORK. It addresses the competencies an individual must possess in order to
perform the work of a classification satisfactorily.
Special Conditions- Special conditions, such as U.S. citizenship, age 21,
etc., exit for certain classifications and will be noted in this section.
Job Evaluation
Methods
Classification Method
Under this
method, positions are described in formal classification specifications. The
correct classification of a position is determined by comparing the position’s
duties and responsibilities to classification specifications. The classification
specifications which most appropriately reflect the work performed is
designated. (When no reference is made to a specific job evaluation method in
the classification specifications, it is generally understood the classification
method is prescribed.
Point Factor Method
Under this method positions are evaluated using an established set of
factors such as knowledge required, nature and purpose of personal contacts,
extent of supervisory control over the position, etc. Each factor is described
in several degrees of increasing difficulty or complexity. Each degree is
assigned a specific point value. A position’s duties and responsibilities are
compared to the degrees for a particular factor. The appropriate degree is
selected and the point value assigned. The process is continued for all of the
factors. The points assigned for each factor are totaled and compared to a point
conversion chart aligned with specific classification titles and or pay grades.
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