Reclassification – 2017-2018

1. Reclassification – 2017-2018 Definitions and Process

2. Definitions • Reclassification: The upgrading of a position to a higher classification as a result of the gradual increase of the duties being performed by the incumbent in that position. Ed. Code. §88001(f) • Job Family: Refers to a grouping of jobs that handle similar types of work and require similar types of training, skills, knowledge and expertise (See Salary Schedule for CCCUE) • Reclassification occurs within a job family (otherwise it becomes a new job)

3. Definitions – continued • Job Description: Descriptions are action-oriented documents that clearly and concisely state the primary duties performed, responsibilities carried out, and requirements in a particular job or position. • Job descriptions are not an exhaustive list of every task performed.

4. Reclassification Process §3.7.3 • CCCUE Collective Bargaining Agreement, Article 3.7 • Forms were created by the Reclassification Committee to provide detailed information that helps the committee make informed decisions about reclassification requests .

5. Reclassification Process §3.7.3 • The employee will submit the completed Reclassification Request form and signed Management Verification form between December 1, 2017 – January 31, 2018 pursuant to the collective bargaining agreement • Current job description must be attached • Proposed (showing tracked changes) or newly created job description must be attached

6. Reclassification Process §3.7.3 • If the employee and manager cannot agree on a single proposed job description the application is considered incomplete • If the committee determines a packet is incomplete due to a technicality, the employee will be given five days to correct the deficiency and return the reclassification request to Human Resources . A request for reclassification which is rejected for such a technicality, may be reconsidered the following year, notwithstanding 3.7.2.2 • No employee working in the same classification may submit a request for reclassification more than once in any two-year period. (3.7.2.2)

7. Reclassifications may be warranted when change occurs in the job description and requirements: • Skills, knowledge and abilities • Experience and education • Technical expertise • Accountability • Responsibility • Complexity • Working conditions as described in the job description • Physical demand or skill

8. Factors that the reclassification Committee cannot consider in reclassifying a position: • Performance of the incumbent • Longevity of the incumbent in position • Qualifications of the incumbent that are not required by the position • Personality • Financial need

9. Reclassification is not warranted when: • Used as a reward for superior service by incumbent • Superior service is to be commended, and the performance evaluation is the place to recognize it. Remember this is about the position, not the incumbent’s performance. • Additional assigned duties or restructured duties are at a comparable level (increase in volume of work) • An increase in work volume is addressed through hiring of additional employees. More work at a comparable level does not warrant reclassification.

10. Reclassification is not warranted when: • A person is working outside of a job family (a textbook buyer cannot be reclassified as a secretary) • If the incumbent is performing duties outside of the job family, the manager and incumbent need to work together with Human Resources to clarify expectations. • Seeking an increase in pay • Remember, the reclassification process is about a perceived district need for the position to be changed due to an increase in job duties.

11. Reclassification Committee …is comprised of six members Three appointed by CCCUE Two appointed by the District One Superintendent/President’s designee …must recommend or deny each request by a minimum 4-2 vote The committee’s decision is not subject to appeal - no appeals are granted per the Collective Bargaining Agreement §3.7.3.8.2

12. When reviewing a position for reclassification, the Reclassification Committee carefully studies: The job description and other related materials Such documents highlight important information related to changes in the position How a position has changed (additional duties, supervision exercised and received, and other critical components of the position) The current position in comparison with the proposed job description in the job In some cases, the Committee will consult with campus experts in the area to obtain their perspective and assessment of the position

13. The Reclassification Committee considers these important factors when reviewing reclassifying a position Nature and/or type of work performed Level of responsibility Additional experience or education required Impact of position on the unit, department, or campus Reporting relationships Scope of duties Change in working conditions requiredby change in duties Complexity of work Supervision received Supervision exercised Change in knowledge and skills requiredto perform the duties

14. Final Notes…  The district may establish new or reclassify current positions at times other than those outlined here, as a result of operational demands Review the Collective Bargaining Agreement §3.7 Questions?