Staff Job Review Facts

  • Unit leadership (Dean, Vice President, Chancellor) has full discretion and final authority in regards to the submission of job reviews within their units

  • Within one calendar year of hire (both external and internal), positions are not eligible for review

  • Positions are only eligible for review once within a twelve (12) month period of time from the date of the official outcome

  • Typically an employee should be performing new/higher level duties for a period of six months prior to submitting the official job review request

  • Salary increases due to reclassifications can be retroactive to the date on which unit HR received the completed Staff Job Review Packet from management

    • The final effective date of classification and salary change is at the discretion of the unit

  • Managers are responsible for initiating a review with their unit HR, and are responsible for completion of all required components of the Staff Job Review Packet

    • It is at the discretion of the Manager as to whether or not the employee is directly involved in the completion of the Staff Job Review Packet

  • For a job review to be submitted to Classification, the Manager must provide a completed Staff Job Review Packet to unit HR, along with documentation from unit leadership, that a possible reclassification can be supported from both an organizational and budgetary perspective

  • Job reviews are NOT a process for rewarding employee performance or acknowledging length of service

  • Employees who meet the typical education and experience requirements of a higher level does NOT simply constitute a promotion to that higher level

    • The completion of an advanced degree in isolation of significant job changes does not warrant a job review

  • A job review is for the addition of higher level responsibilities, NOT increase of volume (i.e., more of the same work already being performed