Reclassification Overview

Jobs at UC San Diego are classified based on the duties and responsibilities assigned and exercised. As duties and responsibilities change, the position may be reclassified.

About

Request a classification review whenever permanent and substantial changes in job duties occur.

Common examples include:

• Changes in the nature, variety, and difficulty of work
• Changes in supervision received
• Changes in supervision exercised

Work volume and job performance do not justify reclassification. Reclassified employees typically retain the majority (50% or more) of their prior job duties and also assume additional duties. Classification review may result in a higher, lower, or lateral classification change.

Resources

If you believe reclassification is appropriate, refer to:

• How to Classify or Reclassify a Staff Position
• How to Reclassify a Student Employee

Explain the functions, tasks, and requirements of the position clearly, so that any external reviewer can easily understand the position.

Process

Reclassification requests are processed by the Human Resources (HR) Department, except where such authority is specifically delegated. (You can speak with your department HR contact to find out who will review the request.) When HR receives a reclassification request, the supervisor, department HR contact, and employee are told:

1. That the request has been received
2. If the request is complete
   • Incomplete requests are returned to the department, with a request for missing information.
3. Which classification analyst is reviewing the request
4. The estimated time frame for review

Classifiers analyze classification requests to ensure pay equity and consistent application of classification standards across campus. Classifiers:

1. Review the changes outlined in the Request for Classification Review
2. Determine if a classification advisory committee review is required
   • Classification advisory committees help clarify jobs, recommend appropriate classifications or grade levels, and establish benchmark comparisons.
3. Compare new job descriptions with:
   1. Previous job descriptions
   2. Class specification series concepts
   3. Other UCSD job description
4. Clarify information by contacting the:
   1. Employee
   2. Supervisor
   3. Department HR contact
   4. Department head
   5. Subject matter experts
5. Apply MSP Factor Analysis for manager and senior professional positions.

If approved, reclassifications are effective on the first day of the next bi-weekly or monthly pay period (depending on the incumbent's pay schedule) after receipt of the complete request for classification review.

How upward reclassification differs from promotion:

• A promotion requires an employee to apply and be selected for a different position with a higher salary range maximum.
• An upward reclassification assigns an employee's current position to a new payroll title with a higher salary range maximum, based on a change in duties.

Notes:

• Departments can't fill a vacant position at a higher level by reassigning the duties to an employee at a lower level and submitting the action as a reclassification. If there's a vacant position and department restructuring has occurred, contact HR prior to making reassignments to ascertain whether a recruitment or reclassification is appropriate.
• In consideration of UCSD's commitment to Equal Employment Opportunity, ensure that all employees in similar job classifications have equal access to training and work experience so that new duties are assigned in a fair and legally defensible manner.