 |
|
| IS - 2012 Classification/Reclassification of Positions | Human Resources Release Date: 12/4/00 Revision 1: 12/2/04 |
| Policy | |
Employee Handbook 5.02, #6. Reevaluation
Job classification occurs when a position in the
classified service is created.
It is documented with a written position description that describes the
major duties of the position.
Reclassification may occur when the duties and responsibilities of a
position have significantly changed.
Any resulting changes in classification and salary will depend on
the circumstances of the reevaluation request and budgetary
considerations. It is
documented with a written position description that accurately describes
the major duties of the position.
1. Job Evaluation/Classification
Job classification is a systematic process designed to maintain equitable relationships among internal positions with similar requirements. Central New Mexico Community College (CNM) utilizes a point-rating job evaluation system that considers job-content information to establish a numerical point value for each position. Positions whose point values fall within a designated range are assigned to the same grade classification.
Under normal circumstances, a re-evaluation of the
classification/position will not occur for at least twelve (12) months from the
date the Vice-Presidents’ Committee on Wage and Salary last visited the
position, regardless of the outcome.
2. Request
for Classification/Reclassification
There are two types of Job Content Questionnaires: Classified Positions, and Managers/Supervisors and Professional Positions. The questionnaire asks about the position’s duties, responsibilities, essential functions, reporting structure, and other relevant information corresponding to the evaluation plan factors.
2.1 Requests for classification/reclassification are submitted to the Head of Human Resources in memo form and are accompanied by a Job Content Questionnaire.
2.2 The Department Head and Vice President must approve the request before it is submitted.
2.3 Reclassification has three potential outcomes: no change in classification, upgrade in classification, or downgrade in classification.
2.4 The resulting salary will depend on the outcome of the job analysis and follow the salary guidelines outlined in Section 5 of the Employee Handbook.
3.
Vice-Presidents’ Committee on Wage and Salary
The committee (composed of the College’s three Vice Presidents) is responsible for audit of classification procedures, examination of job evaluation trends, review of benchmark jobs, and consideration of feedback from employees and supervisors. It also serves as the hearing panel for employee appeals related to job reclassification. The committee meets on an as-needed basis and advises the Director of Human Resources of its findings and recommendations.
An employee who disagrees with the Human Resources Department’s decision can file an appeal within thirty (30) days of when the findings are communicated to him/her.
4.1 The appeal must be submitted in memo form to the Human Resources Director, with approval by the employee’s Department Head and Vice President. The employee must include a statement of the reasons(s) why s/he feels the appeal should be considered.
4.2 The Human Resources Director will review the appeal and determine if review by the Vice-Presidents’ Committee on Wage and Salary is warranted.
4.3 Appeals are handled as expeditiously as possible.
4.4 Reclassifications which result from an appeal become effective on the date the President approved the initial recommended change.
4.5 Reclassifications which result in no classification movement or classification to a lower level are processed in accordance with Section 5.02 of the Employee Handbook.
Department Head Director, Dean, Associate Vice President, or Comptroller
Forms: Managers/Supervisors Job Content Questionnaire
Classified Positions Job Content QuestionnaireSupport Materials: Not Applicable Reference Materials: Employee Handbook 5.02, #6. Reevaluation