Reclassification Request

Process

The evaluation of a vacant or occupied position is based upon a substantial increase in the level of complexity and scope in the assigned duties and responsibilities and is generally referred to as a reclassification request. A reclassification of a position could result in a position being moved to either a higher or lower pay grade and level of compensation. Factors used to determine the level of compensation are based upon the university, system-wide, state, and national comparison and analysis. Requests of this nature are handled as follows:

Vacant Position

The hiring department submits Reclassification Request Form HR 101 to the Office of Human Resources (OHR) for review. All necessary signatures on the form must be obtained and required attachments included before it is submitted to OHR. Required attachments are listed on the form.

Classification reviews the request and assigns it to the appropriate job classification.

Classification notifies the hiring department of analysis results and provides approval to begin recruitment.

Occupied Position

The appropriate administrator submits Reclassification Request Form HR 101 to OHR for review. All necessary signatures on the form must be obtained and required attachments included before it is submitted to OHR. Required attachments are listed on the form.

The supervisor may have a recommendation for the preferred job specification which should be included on the form. If the department is unsure, "To Be Determined" can be indicated.

Classification schedules a desk audit to review the position, if necessary. This may be in the form of an in-person or phone interview, email questions or any combination.

Classification may also meet with the direct supervisor and other leaders for additional information.

Classification reviews current and new job specifications as well as notes from desk audit and meetings to determine if a reclassification and new salary are appropriate.

Classification prepares a recommendation for submission to the Vice President of Finance and Management and/or the President.

If a reclassification is appropriate, Classification prepares a letter with the findings for both the supervisor and employee.

1. Non-exempt positions that are being reclassified one (1) pay grade higher will result in a 6% increase and a two (2) or more pay grades higher reclassification will result in a 12% increase to the incumbent's current salary, up to the maximum of the new pay range.
2. Exempt positions that are being reclassified may be granted a 6% salary increase and will be aligned with equity. Increases above 6% must have the approval of the President.
3. If a position is found to be classified too high and the pay range needs to be lowered, MSU will not change the incumbent's salary; however, upon vacancy, the new pay grade will be utilized for hiring purposes.

If a reclassification is not appropriate (Class Confirmed), Classification prepares a letter with the findings for both the supervisor and employee.