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Reclassification

Processes and Compensation Considerations

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Who we are

Scott Dinkelspiel

Director of Compensation

scottd3@berkeley.edu

June T. Ramirez

Compensation Consultant

jtramirez@berkeley.edu

Monica Brown-Buccellato

Compensation Consultant

monicabuccellato@berkeley.edu

Mario Chavez-Mejia

Compensation Consultant

mac113@berkeley.edu

Monya Kemp

Compensation Consultant

monya@berkeley.edu

https://hr.berkeley.edu/about/contact/compensation/assignments

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Reclassification Definition

An employee’s position moves to a higher/same/lower salary structure midpoint/midstep.

A reclassified employee retains the majority (50% or more) of the prior functions and assumes additional functions as well.

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Reclass Process

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Step 1: Manager

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Step 2: HR Partner

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Step 3: Compensation

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Additional Review / Appeal Process

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Complete process and notify incumbent!

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Is it a Reclass?

Things to consider when assigning higher level/new work to a member of your team and determining if it might be a reclassification:

Is this new assignment or responsibility going to be permanent and ongoing?

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Time

  • If the additional higher level work is expected to be temporary (i.e. while you backfill a vacant position), consider, with your HR Partner, if an administrative stipend may be appropriate.

Is the additional higher level work significantly more complex?

Complexity & Focus

  • Does the increased complexity change the focus or level of the position?

Does this work change a large portion of the incumbent's job duties?

Preponderance of Duties

  • If the change is more than 30% then a reclassification request may be appropriate.
  • If the change is more than 50%, it may be considered a new position.

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Comp Partner Considerations

The information provided on reclassification requests should always be based on the duties and business needs of the position and department.

The request should not be based on the incumbent's skill sets. The role should be replaceable if vacated.

Important factors Compensation Consultants consider when reclassifying a position

Other factors that are not considered when reclassifying a position

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    • Nature or type of work being performed
    • Level of responsibility
    • Impact of the position on the unit, department, or campus
    • Reporting Relationships
    • Complexity of work
    • Supervision received
    • Knowledge and skills required to perform the duties
    • Performance of the incumbent
    • Longevity of the incumbent in the position
    • Qualifications of the incumbent that are not required by the position
    • Personal qualities
    • Financial needs

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Required Documentation

  1. Current Job Description
  • Proposed Org Chart
  • New/Updated JD (in JDX)

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  • Existing/Current Org Chart

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Effective Date

The effective date for approved reclassification requests will as early as the 1st day of the month following the receipt of all required documentation to the Comp Consultant.

Requests for a retroactive effective date should be submitted to the Comp Consultant with the reclassification documentation.

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Service Hub

Reclassification requests should have a HR Task assigned to the Compensation group as well as the New/Updated JD in JDXpert in Step 3 of workflow (in the Formal Review 3-step workflow).

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Summary

Before submitting a reclassification:

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Ensure the change in the job duties are permanent

Gather the original job description, old org chart, and proposed org chart

Ensure the new/updated job description is thorough and detailed

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Additional information: https://hr.berkeley.edu/compensation-benefits/compensation/job-classification

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Thank you!