Human Resources

• Department Information
• General Information
• Employment Opportunities
• Employee Benefits Information
• Employment Policies
• Human Resource Procedures
• Human Resource Forms
• Labor Relations Information
•  
• Core-CT Self-Service

Human Resources - Internal Position Reclassification Procedure

Definitions:

1. Reclassification - a permanent modification in an existing classified (Clerical,
   Maintenance, Protective Services, or Administrative & Residual) or unclassified
   (Management/Confidential or SUOAF) position.
2. Temporary Under-fill – a situation where the University fills an existing vacancy
   with a position at a lower level in order to attached 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.
3. Unclassified Position – For purposes of the reclassification procedures, they include
   management/confidential and SUOAF positions.
4. Classified Positions - For purposes of the reclassification procedures, they include
   Clerical, Protective Services, Maintenance, and Administrative & Residual positions.

Reclassification Procedure:

The following is the procedure that departments should follow when they would like to
reclassify one of their vacant position 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
Internal Position Reclassification Form must be completed in full and submitted to the
Human Resources Department no later than one month prior.

1. The initiating department should complete the Requesting Department Section of the
   “Position Reclassification Form.” This form can be obtained from the Human
   Resources Department or can be downloaded from the Human Resources Department
   website.
2. The initiating department should submit the completed form to Human Resources
   Department. The Human Resources Department will then work with the initiating
   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.
3. The Human Resources Department will make the Vice President of Finance &
   Administration aware of the budgetary impact. A recap sheet will be prepared
   showing the additional salary and additional fringe benefits along with the totals for
   the remainder of the current fiscal year as well as the annualized totals.
4. The Human Resources Department will then present the proposed reclassification to
   the President’s Advisory Council for review. The President retains ultimate
   authority to proceed or not to proceed with any reclassification proposal.
5. 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).
   For classified positions this would be gaining the final approval from the State
   Department of Administrative Services (DAS).
6. Once all of the above steps are completed the Human Resources Department will
   notify all of the parties involved of the final outcome.

Internal Reclassification Form:  Internal Position Reclassification Request Form