Position & Performance
POSITION REVIEWS

When a position has a substantial change in duties due to elimination of positions, reorganization, or substantial changes which have occurred over a period of time, the department supervisor may request a review of the position(s). The employee or supervisor may initiate the process for review at year-end as written on the performance evaluation form or at any time the position description no longer reflects the primary responsibilities and has significant change in duties, scope and responsibilities. An updated job description with changes should be visible in red or bold print, approved by the supervisor and communication should be sent to an HR representative to begin the process. Salary surveys, both internal and external, potential interviews with the employee and/or supervisor may be conducted as needed for clarification. HR is responsible for the determination of exemption status in accordance with the Fair Labor Standards Act. HR will alert the Supervisor of the final outcome of the updated job description that may or may not recommend a change to salary and/or exemption status. If retroactive pay adjustments are applicable the supervisor shall provide rationale and a PAF with appropriate signatures shall be submitted to HR.

Reclassifications are not for the purpose of:

    • Granting an employee a merit raise
    • A change in the employee's volume of work
    • Additional qualifications an employee has obtained
    • Rewarding an employee for exceptional service, longevity, or loyalty
    • Temporary changes in duties

To request a reclassification for a CTA member refer to Collective bargaining contract.