Skip to Human Resources site navigationSkip to main content

Reclassification Procedures for Unclassified Staff



Updated 12/2019

  • The annual internal reclassification process was suspended in September of 2018.  Human Resources is committed to ensuring that all employees are classified and compensated fairly, which is why HR requests that any changes in responsibilities be presented to HR prior to the effect of those changes to ensure proper classification and compensation.   At any point that there are significant ongoing changes to a position that would warrant a change in classification a review of the position should take place immediately. In addition, each union contract has a clause addressing reclassification and represented employees always have the option to request a review for reclassification.

Requests for reclassification should be discussed with Division Heads prior to submission to the Department of Human Resources. Documentation submitted to the Department of Human Resources should include a cover memorandum outlining how the job has changed, what duties are outside the scope of the current title, and any other pertinent information, including a current job description and organization chart.

The job analysis conducted by HR can be a lengthy process, involving interviews with the incumbent, supervisor, unit head and others. This analysis can take up to two months or more from receipt of the request in HR.

Request for Reclassification of Unclassified Positions


A position may be reclassified when the knowledge, skills and abilities of that position

change so significantly that the current title is no longer appropriate.

  1. A request for reclassification of a position may be initiated by the incumbent with the concurrence of their Unit Head, or the appropriate Division Head.
  2. The reclassification may be upward, lateral or downward.
  3. If a reclassification request has been reviewed and denied, the affected staff member may, after meeting with Human Resources, appeal that determination to the Position Review Committee.
  1. When a request for reclassification consideration is initiated, the staff member, in conjunction with his/her supervisor prepares a cover letter outlining the reason(s) why the reclassification is being submitted, submits the current and proposed job descriptions detailing all duties and responsibilities, hi-lighting and identifying the tasks which have changed, and what percentage of time is spent on each task.
  2. The reclassification consideration is then forwarded to the appropriate Unit Head.
  3. The Unit Head will review, comment if necessary, and forward the job description(s) and other pertinent documents including an organizational chart to the Division Head, who will review, comment and forward the documents to Human Resources. Documentation should include a cover memorandum outlining the reasons for the reclassification request, identifying how the job has changed, and describing specific tasks that are considered beyond the scope of the current title, the job descriptions, and an organizational chart.
  4. The Department of Human Resources will review the request and in addition to the reviewing the documents, may perform an audit of the position.  After this review, the Human Resources Department will determine if the current classification accurately reflects the position responsibilities and duties and will make a recommendation on proper classification to cabinet.
  5. The Department of Human Resources notifies the Division Head and the incumbent of the decision.
  6. If it has been determined that the current position is improperly classified and that a reclassification is appropriate, the Division Head will have the option of:
    1. endorsing the change in title or
    2. reassigning duties and responsibilities to or from the position so that the current title would be appropriate.  The Division Head notifies Human Resources regarding his/her endorsement or plan to reassign duties.
  7. If the request for reclassification is denied, Human Resources will inform the initiator of his/her appeal rights.
    1. The employee or union representative must submit a classification appeal to the Department of Human Resources. The appeal must specify duties that do not conform to the specification for the title, and if the appellant proposes a different title, an explanation of how that title more accurately describes the duties of the position than the current title.
    2. The College will review the appeal, ensuring the necessary information is included, perform another job classification audit and submit to Cabinet.


December 20, 2019

Back to Policies / Procedures