Common use of Qualified Applicants Clause in Contracts

Qualified Applicants. Whenever permanent and substantial changes have occurred since a position was last classified, a review of the position is appropriate. While there are many desirable qualities for employees to have that should be recognized, classification is based upon the duties assigned to a position, not the qualifications of the incumbent. Put simply, the position is classified, not the person. Significant and on-going changes in the nature, variety and complexity of duties, supervision received, or supervision exercised may indicate the need for a classification review. The most common misconception about reclassification revolves around the person- position distinction. Examples of person-related factors that are not taken into consideration when classifying a position include: Longevity: The fact that an employee has reached the top step in the pay scale is not a factor in reclassification. Future Projects: Reclassification of duties being performed is appropriate, not of those that might be added to a job down the line. As such, reclassification requests must be delayed until new projects or assignments have officially begun. Financial Need: The reclassification process cannot take personal financial conditions into consideration. Workload: Employee feeling overwhelmed by their workload is not justification for reclassification. Volume Retention: The possibility of losing an employee cannot be considered in reclassification decisions. Performance/ Dedication: Commitment and enthusiasm should be recognized, however, it is not justification for reclassification.