POSITION CLASSIFICATION
All positions in the unified personnel system are classified based on job content, as described in the class specifications, and not on the talents and qualifications of the incumbent. The classification process involves a thorough review of job duties, and a comparison to similar jobs external and internal to the County.
POSITION RECLASSIFICATION
Reclassification actions may occur when there has been a substantive change (increase or decrease) in the general purpose, scope and essential functions of the position. Note that the focus of a reclassification is the position and changes which must be significant, substantial and permanent rather than associated with a temporary assignment.
Reclassification of a position does not automatically result in a salary increase. Positions may be reclassified upward downward or laterally.
SUBSTANTIVE CHANGE
A position must undergo a substantive change to justify reclassification. A “Substantive Change” is defined as one which significantly and permanently alters the purpose, scope and essential functions of a position. Following are example changes that may be found substantive when examined in context.
* The addition of duties or areas of responsibility that are outside the scope of the current classification.
* A major function is added or removed from the responsibilities of the position.
* Methods for performing the work require significantly higher levels of knowledge or skill than indicated on the class specification.
* The position is permanently assigned responsibility for making program recommendations and decisions with a degree of authority and independence not typical of other positions in the classification.
* The position is allocated to a non-supervisory classification, but has been permanently assigned full supervisory responsibility for work at the same level. In addition to training, assigning and reviewing work, full supervisory responsibilities include hiring, discipline, and performance evaluation.
INVALID REASONS TO REQUEST AN AUDIT:
Examples which do not justify reclassification:
* The position has new duties which are similar in nature and equally or less complex than those expected of the current classification.
* The incumbent is at maximum pay in their classification and there are no opportunities for promotion.
* The incumbent has higher qualifications in terms of education or experience than other employees in the classification.
* The workload has significantly increased (more volume of the same work rather than new tasks).
* The incumbent's work performance is far superior to co-workers
* Technology changes (automation of tasks that do not increase the difficulty or complexity. Changing from one software application to a new one i.e. from Word Perfect to MS Word).