Things to Consider

When deciding to assign new duties and responsibilities to a position, management should consider:

• The business needs of the department
• If a role is being significantly changed (approximately 50% or more) and a recruitment action may be more appropriate
• The knowledge, skills and abilities required to meet those needs
• The qualifications and capabilities of employees who are eligible for the assignment of new responsibilities
• The department's obligations for promoting diversity and equal opportunity

Classification Series and Specifications and Job Standards

• Within the university system are hundreds of job titles (aka classifications) organized into various classification series or job functions, each of which describes a type of job performed by university employees
• Each series or function generally consists of two or more job titles. The different job titles define different levels of work performed within the series. Each job title is assigned a 6-digit job code. 
• Each series or function and its various job titles are described and defined in classification specifications (or "class specs") or job standards.

Classification Review Process

1. Managers can submit a request for classification review via Job Builder.
2. A Compensation Analyst will review the duties and key responsibilities assigned to the position and, using the class specs or job standards, supplemental guidelines, and/or the Fair Labor Standards Act, will classify the position considering such factors as
   • Nature, variety, and difficulty of work
   • Amount of supervision received and/or exercised
   • Type and variety of skills required
   • Extent of resource management
   • Complexity of problem solving
3. The Compensation Analyst may make comparisons with other positions within the same department, or in other UC Davis Health or campus departments. The Analyst may also conduct a review of the labor market to ascertain salary levels for comparable positions at similar institutions.
4. The manager will receive a system-generated notification of the outcome when the review is complete.
   • Note: Once Compensation completes their review and approves, the action is submitted for administrative processing to implement changes.

Union Notice

When a position that is represented by a union is proposed for reclassification, we may be required to provide union notice, and can proceed with the reclassification when the notice process is complete. Union notice is required when:

• The position is being reclassified out of the bargaining unit
• The position is being downward reclassified
• The university and the union are actively bargaining and/or are in a status quo period

In these instances, the reclassification is implemented when the notice process is complete. 

Salary Changes

Upward Reclassifications

• An upward reclassification, i.e., a reclass to a job title with a higher salary range maximum, usually results in a salary increase. 
• Union contracts govern the salary increases provided for upward reclassifications within a bargaining unit. See the appropriate Collective Bargaining Agreement for details. 

• For non-represented positions, Compensation Analyst provides effective recommendation to manager on appropriate level of increase. Amounts greater than 15% require additional leadership approval. 

Lateral Reclassifications

• A lateral reclassification is a reclass to a job title with the same salary range maximum.
• Salary increases generally are not provided for lateral reclassifications.

Downward Reclassifications

• A downward reclassification is a reclass to a job title with a lower salary range maximum.
• Downward reclass is reviewed by Compensation on degree of impact to salary.