Request for Position Reevaluation or Out-of-Title Review

How to Navigate the Reevaluation Process

Per the CBA, the unit vice president must approve the assignment of duties that could result in reclassification before performing higher-level duties. However, there may be instances where the position has changed and needs to be evaluated to ensure correct classification.


Steps:

  1. The supervisor and employee must work together to draft the request submission. Please review this entire form to ensure your submission details how the added responsibilities are significantly more complex than the original job responsibilities.
  2. Once you have collected all of the necessary information, enter and submit this form.
  3. The request will then route to the next level supervisor(s) and unit VP to determine if there is support for committee review.

Out-of-Title Work Process

Out-of-title work is defined as temporary assignment of duties which are consistent with a higher-level classification. Out-of-title work may be assigned for up to 90 days.


If out-of-title work continues beyone 90 days/3 months, the percentage of out-of-title work of the overall position will be determined and paid at the higher rate, retroactively.


After 90 days, the duties may be removed and the employee then remains in their current classification and pay. If the duties are expected to continue, a reevaluation request may be submitted.


If you believe duties are being performed out-of-title, please complete the form below.

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If Applicable

Academic Affairs - Sidney Grimes (for Yasemin Jones)

CER, Museum, Events, and President's Office - Jennifer LoTurco

EMSS - Catherine Gonzalez (for Tardis Johnson)

FIT Foundation - Philips McCarty

Finance - Sherry Brabham

Human Resources - Cynthia Glass

IT - Larry Baach

OGC - Stephen Tuttle

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Temporary assignments of new or different duties for short periods, not to exceed three (3) months, are permitted if other duties are temporarily suspended until the new duties are no longer needed or transferred elsewhere. If temporary duties assigned to an employee elevate the employee's position to a higher classification, the employee will be paid at the higher level for the period of time the employee performs these duties. (CBA, p. 65)

If you are requesting an Out-of-Title Review, please scroll to the end of the form and SUBMIT.


If you are requesting a Reevaluation Review, please continue the completion of the fields below.

CURRENT DUTIES

Provide complete description of all current duties. Indicate if the current duty will be retained (continue to perform in the future).

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NEW DUTIES

Fully describe the new or significantly different duty that the position is responsible for.

How has the knowledge and skills needed changed with the addition of new duty #1?

How has the problems expected to solve; decisions expected to make; the degree to which the job is guided by standard procedures; and the supervisor's degree of supervision changed?

How has the position increased in complexity?

Has the nature, purpose and extent of interpersonal relationships in assigned tasks and the ability required to carry these out changed?

How has the impact of the performance of the new duties affected the work?

Fully describe the new or significantly different duty that the position is responsible for.

How has the knowledge and skills needed changed with the addition of new duty #2?

How has the problems expected to solve; decisions expected to make; the degree to which the job is guided by standard procedures; and the supervisor's degree of supervision changed?

How has the position increased in complexity?

Has the nature, purpose and extent of interpersonal relationships in assigned tasks and the ability required to carry these out changed?

How has the impact of the performance of the new duties affected the work?

Fully describe the new or significantly different duty that the position is responsible for.

How has the knowledge and skills needed changed with the addition of new duty #3?

How has the problems expected to solve; decisions expected to make; the degree to which the job is guided by standard procedures; and the supervisor's degree of supervision changed?

How has the position increased in complexity?

Has the nature, purpose and extent of interpersonal relationships in assigned tasks and the ability required to carry these out changed?

How has the impact of the performance of the new duties affected the work?

Fully describe the new or significantly different duty that the position is responsible for.

How has the knowledge and skills needed changed with the addition of new duty #4?

How has the problems expected to solve; decisions expected to make; the degree to which the job is guided by standard procedures; and the supervisor's degree of supervision changed?

How has the position increased in complexity?

Has the nature, purpose and extent of interpersonal relationships in assigned tasks and the ability required to carry these out changed?

How has the impact of the performance of the new duties affected the work?

Fully describe the new or significantly different duty that the position is responsible for.

How has the knowledge and skills needed changed with the addition of new duty #5?

How has the problems expected to solve; decisions expected to make; the degree to which the job is guided by standard procedures; and the supervisor's degree of supervision changed?

How has the position increased in complexity?

Has the nature, purpose and extent of interpersonal relationships in assigned tasks and the ability required to carry these out changed?

How has the impact of the performance of the new duties affected the work?

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Please include detailed information such as:

  • Why are these additional duties necessary? (specialized skills, specific projects, deadlines)
  • What length of time is required? Can it be temporary (< 90 days)?
  • Can the duties be distributed across multiple positions? If not, why?
  • What is the history of the position (how long has the position existed; has it been previously reclassified?)
  • If reclassified, how would the increase in cost be covered?
  • Are there other positions that would be impacted? (Could this cause unintended internal equity issues?)

HR will follow up with you on Next Steps...

Submission by Employees

  • Your submission will be sent to your supervisor. They will schedule a meeting with you to discuss your request.
  • If a meeting is not scheduled within 2 weeks of your submission, please contact HR via the HR Solution Center for assistance.
  • Ultimately, if the VP supports a review by the committee, the reevaluation committee will be convened per the CBA.


Submission by Supervisor

  • If you are submitting on behalf of your employee, please ensure you discuss the submission with your next-level supervisor(s) in advance. All requests for reevaluation require VP support to proceed to the reevaluation committee.

Out-of-Title Requests

HR will follow up with the supervisor and employee on the next steps.

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