Classification and Reclassification of Position Descriptions (PDs)
- Used to describe the major duties, general functions, and supervisory responsibilities assigned to each job title
- Review the different levels of supervision for positions to help determine classification
- Central to position classification and reclassification
Step 1: Create or Update the Position Description
Create a PD in myÂ鶹´«Ã½*
Local 6070
Local 6070 job description templates can be found in the Collective Bargaining Agreement
(CBA) on the Â鶹´«Ã½ Labor Relations webpage.
*Note: If reclassifying a current position, locate the existing PD in myÂ鶹´«Ã½ and make
the updates in the PD that is to be reclassified.
Step 2: Initial Review of the Position
Work with HR Coordinator to Create Approval Queue
After a position description has been drafted, work with your to ensure all relevant details are included in myÂ鶹´«Ã½ and the approval queue is generated.
Include Proposed Classification Based on Job Duties
When routing a position for classification, be sure to include the proposed classification
based on the job duties in the new job description. The Â鶹´«Ã½ Compensation team will
review the position description to determine if the proposed classification is appropriate.
- Similar job duties
- Similar scope
- Similar level of complexity
Faculty Positions
For faculty positions, peers are based on the same academic rank and discipline as
established by CIP-codes.
Step 2: Classification or Reclassification
Â鶹´«Ã½ Compensation will make a determination and provide the appropriate classification directly in the PD in myÂ鶹´«Ã½. The supervisor and HR Coordinator will receive notification about the approved position description.
- The supervisor and HR Coordinator will receive notification about the approved position description
- A job form (RECI) and appointment letter will need to be submitted to the Â鶹´«Ã½ Personnel team for entry
- The reclassification is effective on the first day of the pay period following approval
A reclassification for exempt or nonexempt staff whose current salary does not exceed the last step of the new grade will result in a salary increase. Reclassified staff receive a 5% increase (5 step) or placement at the beginning of the new grade, whichever increase is greater.
Down One or More Grades = No Increase
An employee will be moved down to the closest step of the new grade that is less than or equal to current salary. If the current salary is beyond the grade maximum, an employee will be moved to the top step of the new grade.
Appeals & Audits
Employees and supervisors may appeal classification decisions.
In Writing within 30 Calendar Days
Appeals must be made in writing and received by the Â鶹´«Ã½ Compensation team within 30
calendar days of either
- the effective date of the action that is being appealed, or
- the notice letter provided by Â鶹´«Ã½ Compensation, whichever is later
Appeal Panel
The appeal panel includes an HR representative, a manager, and a subject matter expert.
Panel membership varies depending on the particular specialty area. The panel reviews
the position description and meets with the employee and supervisor to determine the
most appropriate job family and level for the position.
For more information on job classification appeals, please refer to University Regulations R04.05.035. Job Classification System (F) Appeals.
If you are an employee who is concerned with your current classification, reach out
to your supervisor to have an initial discussion.
If additional support, guidance, or analysis is needed, a desk audit can be requested
from the Â鶹´«Ã½ Compensation Team. To request the audit, please email ua-compensation@alaska.edu.