Reclassification Salary Administration

Reclassification is the assignment of a position to a different classification. The new classification may be higher, lower, or at the same salary grade.

When a position is reclassified to a higher salary grade, salary increases may be given, not to exceed the maximum of the salary range. Increases are subject to the availability of funds and demonstrated satisfactory performance (i.e., performance at the "Good" level). Additional criteria for salary increases for changes to a higher salary grade are discussed in the "Promotion" policy.

When a position is reclassified to a lower salary grade, salary is handled as a reassignment.

Exception: If the employee's current salary is above the maximum of the new lower salary range, the salary remains the same ("red-circled") so long as the employee remains in the same classification if the lower salary range resulted from:

• reclassification and that reclassification, in the operating department's judgment, was made necessary by circumstances beyond the employee's control, or
• salary range revision.

When a position is reclassified to a different title but remains at the same salary grade, the employee's salary remains the same.

When an employee's present position is reallocated upward, the employee must ordinarily possess the minimum education and experience requirements, or their equivalent, as set forth in the class specification. If a classification audit has verified that duties, skills, and knowledge are being demonstrated at a higher level and the position is reallocated, the employee may be promoted by waiver of the stated education and experience requirements. If reallocation downward is made to a position within the same field of work, the employee automatically qualifies. However, if a reallocation down is to a different field of work, the employee must meet the minimum education and experience requirements, or their equivalent, as set forth in the class specification.

To implement a reclassification for a specified position, the operating department must complete the Establish/Maintain Position workflow in the Human Resources Information System (HRIS). All actions are subject to the availability of funds in accordance with budget regulations.

Reclassifications and related salary adjustments are normally effective on the first day of a bi-weekly cycle. Salary increases to the minimum rate (or hiring rate, if applicable) shall be given on the effective date of the reallocation. If funds are not available, the increase shall be given from the first available funds and may be made retroactive to the effective date of the reallocation. Employees who are denied an increase because of poor performance may receive the increase on a current basis if/when performance becomes satisfactory.

Salary increases within the range are optional and, if recommended, should be given on the effective date of the allocation. If the desired amount of increase is not given on the effective date because of unavailable funds, equity considerations or performance, the increase(s), up to the full allowable amount, may be given at a later date(s) on a current basis. If the reclassification has an effective date prior to June 1, 2002, the total increases are limited to three occurrences (including the increase given on the original effective date of the action) and must be awarded within twenty-four months of the original effective date of the action. If a subsequent promotion, reallocation up or down, demotion or reassignment occurs, this cancels the authorization to grant additional increases as a result of the previous reallocation.

For any reclassifications with an effective date of June 1, 2002 or later, departments may award any remaining balance without a twenty-four (24) month expiration date so long as the employee remains in the position for which the remaining balance occurred. Any future personnel actions (transfers, promotions, reclassifications) will nullify any current promotional balance. However, any new remaining balance generated by a new personnel action will be subject to the same provision. Any reclassifications with an effective date prior to June 1, 2002 are not covered by this provision, even if the 24-month expiration date of an existing remaining balance extends beyond the June 1, 2002 date.