This section covers description changes and reclassification requests.
If there is substantial, permanent change in duties for an existing position, the
manager assigned to that job must use the Change in Duties form to report changes to the Director of the Personnel Commission. Staff will review
changes to determine if the position is in the correct job classification. In consultation
with the manager, the description will be revised and sent to senior management and
the employee organization (if represented). If there are any incumbents in the classification,
they will be notified before presenting to the Personnel Commission for approval.
Positions that change substantially because of gradual accretion of additional job
duties over a period of two years may qualify for reclassification under Merit Rule
A reclassification is a reassignment of a position or positions from one classification
to another. A position can be reclassified upward, laterally (i.e., same level of
responsibilities and pay) or downward. However, a position that is occupied will not
be reclassified downward until it becomes vacant. For a position to be reclassified,
the manager, incumbent or bargaining unit representative must submit the Reclassification Request Form to begin the process. A Working Out of Class (WOC) form can also be submitted to determine if temporary WOC pay is warranted while the
reclassification study is in progress.
A reclassification study is a multi-step process where the Personnel Commission Office
gathers critical job details and analyzes data based on job evaluation factors such
as knowledge required, level of decision making, complexity of work, scope and consequence
of error, nature & purpose of contacts in the course of work, and physical demands.
In order for a position reclassification to be approved by the Personnel Commission,
all of the following criteria must be met:
- Gradual accretion of duties occurring over two or more years of regular, continuous
- Change in duties is permanent and impacts a substantial portion of responsibilities
- Higher level duties cannot be reassigned without significant impact on operations
- District must approve fiscal impact. If PC recommends a reclassification, and fiscal
impact is not approved by the District, higher level duties impacting substantial portion of the
work must be reassigned or eliminated.
A determination of whether a reclassification is appropriate will be based on an analysis
of the duties and responsibilities currently assigned to the position. Details on
the procedures of reclassification are prescribed by Chapter 3 of the Merit Rules.
Click the links below for more reclassification resources.
Reclassification Request Form
Position Description Questionnaire