Include detailed comments describing the reason for the change in expected end date. Attach nonrenewal or layoff notice, if applicable. Requires an employment type change and supervisor/employee documentation. An employee must meet the minimum qualifications of the new classification in order to be reclassified. © 2020 The Arizona Board of Regents on behalf of The University of Arizona. "Reclassification" is a change in the classification of a position resulting from a job audit by Human Resources where it is found that the duties and responsibilities of the position will be changed permanently, materially, and significantly. How To Request a Reclassification Change in the classification of a position due to permanent and significant changes. Increase for employees whose overall job performance exceeds job requirements; not part of a legislated process. Promotion in rank as a result of the P&T or P&C processes for appointments designated as Tenured (T), Tenure-eligible (TE), Continuing (C), or Continuing-Eligible (CE). A change in an expected end date from the existing date to an earlier date. May include a salary adjustment. A decrease in FTE (i.e., the relative percentage of full time that an employee is scheduled to work; maximum FTE is 1.0 for full-time work). Reclassification Upward: Change in the classification of a position due to permanent and significant changes to duties and responsibilities. Increase awarded in response to an offer of outside employment or as a preemptive action to retain a key employee. Must meet criteria defined in Classified Staff Policy 318.0.

ABOR 6-301 Conditions of Professional Service, CSM 304 Requests for Position Reclassification. Employee FAQs Regarding Voluntary FTE Reduction. May include a salary adjustment. Required Attach nonrenewal or layoff notice, if applicable.

Include detailed comments describing the reason for the decrease in hours.

Required if title is changed or if moving to a security- or safety-sensitive assignment. Change in the classification of a position due to permanent and significant changes to duties and responsibilities. Increase that addresses internal competitiveness; not part of a legislated process. If extension changes employment type or benefits eligibility, contact HR for additional guidance on required process and documentation before processing job data action. Note: Temporary positions must be less than 6 months total. Reclassification is a change in grade of an existing or previously classified position. Temporary reassignment  of a staff employee from one position to another
Background checks are not applicable to expected end date actions. Classified Staff: Attach an explanation memo, job description, and resume/application (must meet minimum qualifications of new classification). If competitive, reference Career Track Job Number in comments. A staff member must have at least six months of continuous service in his/her current position for the position … For appointed personnel, also attach Nonrenewal Notice or employee request. Upward movement into a new or established position in a different department with additional/higher responsibilities following a competitive or approved non-competitive process. Background checks are not applicable to compensation actions. Reclassification is a change in the classification of a position resulting from a job audit by Human Resources where it is found that the duties and responsibilities of the position will be changed permanently, materially, and significantly. May include a salary adjustment. So you survived the … Include detailed comments or attach explanation memo to describe the reason for the salary increase. CSM 318.0 In-Classification Career Progression, Request for In-Classification Career Progression Form.

A reclassification should be requested when there are significant changes in job duties. An increase in FTE (i.e., the relative percentage of full time that an employee is scheduled to work; maximum FTE is 1.0 for full-time work). Attach the P&T or P&C letter from Provost. To recognize additional duties that do not warrant a reclassification, but adds value to the position, an in-range adjustment may be requested per the in-range guidelines.
When there has been substantive, measurable change in job content and degree of responsibility or a restructuring of roles within a department, positions should be reviewed to ensure they reflect the appropriate grade.

Attach an offer letter, explanation memo, job description, and resume/ application (must meet minimum qualifications of new classification). Extended Temporary (ETE) positions must be 24 months or less total. May require a salary adjustment. Salary adjustment to address external competitiveness; not part of a legislated process. May include a salary adjustment.

Background checks are not applicable to FTE actions. May require a competitive recruitment. Include detailed comments describing the reason for the increase in hours. Attach an explanation memo, job description, and resume/application (must meet minimum qualifications of new classification). Include detailed comments and attachments, as applicable: University Services Building | 888 North Euclid Avenue, Room 114 | Tucson, AZ USA 85721| Contact Us, University Information Security and Privacy. Include detailed comments describing the reason for the expected end date. Supervisor FAQs Regarding Voluntary FTE Reduction May include a salary adjustment. Job reclassification often occurs in the wake of staff reductions. Attach an offer letter, explanation memo, job description, and resume/application (must meet minimum qualifications of new classification). Competitive recruitment may be required. Upward movement into a new or established position in the same department with additional/higher responsibilities following a competitive or approved non-competitive process. Please contact HR for additional guidance on required process and documentation before processing job data action. Include detailed comments describing the reason for the change in expected end date. A change in an expected end date to a later date. University Services Building | 888 North Euclid Avenue, Room 114 | Tucson, AZ USA 85721, Supervisor FAQs Regarding Voluntary FTE Reduction, Employee FAQs Regarding Voluntary FTE Reduction. Some TechRepublic members relay how reclassification affected them. An employee must meet the minimum qualifications of the new classification in order to be reclassified. in a different classification: minimum 30 days, maximum 1 year. Attach the offer letter, explanation memo, and resume/application (must meet minimum qualifications of new classification). A filled position is eligible for a reclassification review when there has been an authorized and necessary significant increase in that position’s scope, impact, complexity, responsibilities, and accountability such that the incumbent is required to exercise greater judgment and discretion, and to rely on a larger and more specific skill set than previously necessary in order to perform the work successfully. Increase based on an employee's qualifying advancement of knowledge and skills, duties and responsibilities, and management's need for the higher level. The requirements/procedures for reclassification vary slightly depending upon the circumstance, as identified above.

If competitive, reference the Talent job number in comments. Either a department or an individual employee can request a reclassification of a job if: An employee's duties and responsibilities have changed substantially due to changes in organization, work, staffing requirements, or technology The classification assigned to the position may be inappropriate or was initially classified incorrectly An employee request will need approval Include detailed comments or attach explanation memo to describe the reason for the increase. An increase in FTE (i.e., the relative percentage of full time that an employee is scheduled to work; maximum FTE is 1.0 for full-time work).


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