Reclassification Training Slide Deck 19.pptx

Reclassification Training Slide Deck

1. Reclassification Processes and Compensation Considerations

2. Who we are Scott Dinkelspiel Director of Compensation [email protected] June T. Ramirez Compensation Consultant jt [email protected] Monica Brown-Buccellato Compensation Consultant [email protected] Mario Chavez-Mejia Compensation Consultant [email protected] Monya Kemp Compensation Consultant [email protected] https://hr.berkeley.edu/about/contact/compensation/assignments

3. Reclassification Definition An employee’s position moves to a higher/same/lower salary structure midpoint/midstep. A reclassified employee retains the majority (50% or more) of the prior functions and assumes additional functions as well.

4. Reclass Process

5. Step 1: Manager

6. Step 2: HR Partner

7. Step 3: Compensation

8. Additional Review / Appeal Process

9. Complete process and notify incumbent!

10. Is this new assignment or responsibility going to be permanent and ongoing? Time If the additional higher level work is expected to be temporary (i.e. while you backfill a vacant position), consider, with your HR Partner, if an administrative stipend may be appropriate. Is the additional higher level work significantly more complex? Complexity & Focus Does the increased complexity change the focus or level of the position? Does this work change a large portion of the incumbent's job duties? Preponderance of Duties If the change is more than 30% then a reclassification request may be appropriate. If the change is more than 50%, it may be considered a new position. Is it a Reclass? Things to consider when assigning higher level/new work to a member of your team and determining if it might be a reclassification:

11. Important factors Compensation Consultants consider when reclassifying a position Other factors that are not considered when reclassifying a position Comp Partner Considerations The information provided on reclassification requests should always be based on the duties and business needs of the position and department. The request should not be based on the incumbent's skill sets. The role should be replaceable if vacated. Nature or type of work being performed Level of responsibility Impact of the position on the unit, department, or campus Reporting Relationships Complexity of work Supervision received Knowledge and skills required to perform the duties Performance of the incumbent Longevity of the incumbent in the position Qualifications of the incumbent that are not required by the position Personal qualities Financial needs

12. Required Documentation Current Job Description 1 2 3 4 Proposed Org Chart New/Updated JD (in JDX) Existing/Current Org Chart

13. Effective Date T he effective date f or approved reclassification requests will as early as the 1st day of the month following the receipt of all required documentation to the Comp Consultant. Requests for a retroactive effective date should be submitted to the Comp Consultant with the reclassification documentation.

14. Service Hub R eclassification requests should have a HR Task assigned to the Compensation group as well as the New/Updated JD in JDXpert in Step 3 of workflow (in the Formal Review 3-step workflow).

15. Ensure the change in the job duties are permanent Gather the original job description, old org chart, and proposed org chart Ensure the new/updated job description is thorough and detailed 03 01 02 Summary Before submitting a reclassification: Additional information: https://hr.berkeley.edu/compensation-benefits/compensation/job-classification

16. Thank you!