Human Resources - Internal Position Reclassification Procedure
Unclassified Position – For purposes of the reclassification procedures, they include Management & Confidential and SUOAF positions.
Classified Positions - For purposes of the reclassification procedures, they include Clerical, Connecticut Police & Fire Union, Maintenance, and Administrative & Residual positions.
Reclassification - A permanent modification of an existing position.
Temporary Under-fill – A situation where the University fills an existing vacancy with a position at a lower level in order to attract a broader candidate pool. In these situations, it is the University’s intent to upgrade the position to the original classification as the individual acquires the necessary skills and experience.
The following is the procedure that departments should follow when they would like to reclassify one of their vacant positions or a position in which there is an incumbent. The University will consider position reclassifications twice per year (January and July). In order to qualify for the January or July review the Requesting Department Section of the Position Reclassification Request Form must be completed in full and submitted to the Human Resources Department no later than one month prior.
The requesting department should complete the Requesting Department Section of the “Position Reclassification Request Form.” This form can be obtained from the Human Resources Department or can be downloaded by clicking on the link below.
The requesting department should submit the completed Position Reclassification Request Form to the Human Resources Department. The Human Resources Department will then work with the requesting parties on obtaining the necessary documentation and will make an initial determination whether or not the proposed reclassification is warranted based upon whether the incumbent meets the minimum qualifications for the reclassified position.
The Human Resources Department will make the Vice President of Finance & Administration aware of the budgetary impact. This budgetary impact information will include the employee’s current salary as well as their projected salary if the reclassification is approved.
The Human Resources Department will then present the proposed reclassification to the Vice President’s Council for review. The President retains ultimate authority to proceed or not to proceed with any reclassification proposal.
If the President approves the proposed reclassification the Human Resources Department will then complete the final stage. For unclassified positions this would be obtaining the necessary approval from the Council on Employee Relations (CER) and SUOAF. For classified positions this would be gaining the final approval from the State Department of Administrative Services (DAS).
Once all of the above steps are completed the Human Resources Department will notify all of the parties involved of the final outcome. The effective date for the reclassification will be the pay period which includes January 1st or July 1st.