Common use of Classification Review Procedure Clause in Contracts

Classification Review Procedure. 1. A reclassification may be necessary to ensure that a job description accurately reflects the duties that are required of a position. Reclassifications are strictly about the position, not about the person in the position. When an incumbent acquires new skills or training, although it is a benefit to the organization, it does not necessarily mean that their job should be reclassified to match these new skills. Also, the reclassification process is not intended to provide additional compensation to an incumbent based on performance. A Department Head may request the reclassification of an employee’s job description upon a restructuring or reorganizing of the work of the employee’s job. Notification of such change, accompanied by a draft job description showing changes in the job duties will be made to the Director of Human Resources between December 1st and January 3rd for any changes proposed for the upcoming fiscal year. 2. An Independent Employee may request to have the classification of their position reviewed by their Department Head when they feel their duties and responsibilities have changed significantly. 3. The Town Manager has the right, at his discretion, to consider reclassifications received after January 3rd; the Town Manager’s decision to exercise or not exercise such discretion shall not be subject to the grievance and arbitration process, and the Town Manager’s decision to consider a reclassification shall not create a practice or establish any precedent. 4. A reclassification form must be attached to the revised job description. This form is available in the Human Resources Department and will include a description of the duties and responsibilities that have changed and/or have been added. It will also include an assessment of duties that have remained the same. It must be signed and dated by the Department Head, along with a confidential letter of recommendation supporting or disapproving the request. The draft job description, form, and the confidential management letter will be sent to the Director of Human Resources. Please note, changes in duties must be significant and substantial. Adding similar level duties to a job description does not change the classification. 5. Within ten working days of receiving such a request, the Director of Human Resources will schedule a meeting date to discuss the merits of the request. In attendance at this meeting will be the Town Manager and/or his designee, the Department Head, Division Head, and the Director of Human Resources. The Department Head may request the attendance of the employee. Information from other representatives may be considered but only those previously listed in this paragraph shall attend the meeting. 6. Once the meeting has occurred, and all necessary information has been provided by the department seeking a reclassification, a written decision to the Department Head and the employee will be provided within ten working days. For all submissions received by January 3rd a decision will be provided not later than March 1st. If it is determined a classification change is necessary, then a new job description will be issued to replace the current job description. If a classification change is not necessary, then the new duties and responsibilities will be added as an addendum to the existing job description. 7. Any changes to job descriptions or new job descriptions shall be provided electronically to the Association before they are finalized and made official. The Association shall be notified of all reclassifications immediately upon approval. 8. The Town Manager’s decision whether or not to reclassify a position shall not be subject to the grievance and arbitration process, and the Town Manager’s decision to reclassify shall not create a practice or establish any precedent.