Please submit all reclassification documentation with appropriate VP signature to the Compensation section of Human Resources via STARS or hard copy, depending upon the type of proposed reclassification.

Reclassification Defined

• Reclassification is a change from one job position/title to another that typically results in an increase in pay. 
• Reclassification usually occurs as a result of one of the following:
  1. A vacant position exists that a supervisor wants to change to a different position to better meet the needs of the department.
  2. An employee in a current position has mastered all job elements to the point where they now meet the requirements of an existing higher level position. 
  3. An employee in a current position has mastered all job elements to the point where they should meet the requirements of a higher level position, but none currently exists within the University classification plan. 
• The requirements/procedure for reclassification varies slightly depending upon the circumstance, as identified above, and whether the position in question is classified or A&P. 

Eligibility Factors

• Duties
• Specific Tasks
• Responsibilities
• Qualification Requirements
• Performance Appraisal Ratings
• Relationship to Other Positions Within the University

HR Analysis - Recommendations & Appeal

• Analysis Recommendations
  
  
  1. Approve reclassification as requested.
  2. Recommend reclassification to a title other than what was requested.
  3. Recommend that no change in title be made.
     
     
• Appeal

Reclassification decisions may be appealed in writing. Every effort will be made to find a solution that will accommodate the needs of the department while maintaining the integrity of the University’s classification plan.

Documentation Requirements/Procedure

Vacant Position (Classified)



1. Explanatory Memo - document the changes that have occurred in the position and the reasons that justify the reclassification. Include effective date, proposed salary and source of funds to implement proposed salary. This memo must have the appropriate VP signature before it comes to HR. (The VP signature certifies the availability of funds and authorizes HR to conduct the reclassification analysis.)
2. Organizational Chart - identify the relative reporting relationships of all positions in the unit, including the proposed position reclassification, with names and titles of all incumbents.
3. Position Description Form (if proposed position does not exist at UTSA) - this form requests specific data that will enable HR to match the specific position duties and requirements to a comparable job and title.
4. Position Audit Questionnaire Form (if proposed position does exist at UTSA) - this form requests a specific description of the actual position needed within the department, not the generic HR job description which describes typical position duties across several departments.  Information provided on this form assists HR in determining if the changes that have occurred in the position justify progression to a different position within the University’s classification plan.
5. STARS documentation-forward all documentation with appropriate VP signature to HR as attachments on STARS to expedite the reclassification process.
   
   
   
   

Employee In Position (Classified)



1. Explanatory Memo - document the changes that have occurred in the position and the reasons that justify the reclassification. Include effective date, proposed salary and source of funds to implement proposed salary. This memo must have the appropriate VP signature before it comes to HR. (The VP signature certifies the availability of funds and authorizes HR to conduct the reclassification analysis.)
2. Organizational Chart - identify the relative reporting relationships of all positions in the unit, including the proposed position reclassification, with names and titles of all incumbents.
3. Position Description Form (if proposed position does not exist at UTSA) - this form requests specific data that will enable HR to match the specific position duties and requirements to a comparable job and title.
4. Position Audit Questionnaire Form (if proposed position does exist at UTSA and does not fall within an approved Progression job family) - this form requests a specific description of the actual position needed within the department, not the generic HR job description which describes typical position duties across several departments.  Information provided on this form assists HR in determining if the changes that have occurred in the position justify progression to a different position within the University’s classification plan.
5. Documentation-forward all hard copy documentation with appropriate VP signature to Compensation section of HR.    

Vacant Position (A&P)



1. Explanatory Memo - document the changes that have occurred in the position and the reasons that justify the reclassification. Include effective date, proposed salary and source of funds to implement proposed salary. This memo must have the appropriate VP signature before it comes to HR. (The VP signature certifies the availability of funds and authorizes HR to conduct the reclassification analysis.)
2. Organizational Chart - identify the relative reporting relationships of all positions in the unit, including the proposed position reclassification, with names and titles of all incumbents.
3. Position Description Form (always required for A&P positions) - this form requests specific data that will enable HR to match the specific position duties and requirements to a comparable job and title.
4. Position Audit Questionnaire Form (if proposed position does exist at UTSA) - this form requests a specific description of the actual position needed within the department, not the generic HR job description which describes typical position duties across several departments.  Information provided on this form assists HR in determining if the changes that have occurred in the position justify progression to a different position within the University’s classification plan.
5. STARS documentation-forward all documentation with appropriate VP signature to HR as attachments on STARS to expedite the reclassification process.   
   
   

 

Employee In Position (A&P)



1. Explanatory Memo - document the changes that have occurred in the position and the reasons that justify the reclassification. Include effective date, proposed salary and source of funds to implement proposed salary. This memo must have the appropriate VP signature before it comes to HR. (The VP signature certifies the availability of funds and authorizes HR to conduct the reclassification analysis.)
2. Organizational Chart - identify the relative reporting relationships of all positions in the unit, including the proposed position reclassification, with names and titles of all incumbents.
3. Position Description Form (always required for A&P positions) - this form requests specific data that will enable HR to match the specific position duties and requirements to a comparable job and title.
4. Position Audit Questionnaire Form (if proposed position does exist at UTSA) - this form requests a specific description of the actual position needed within the department, not the generic HR job description which describes typical position duties across several departments.  Information provided on this form assists HR in determining if the changes that have occurred in the position justify progression to a different position within the University’s classification plan.
5. Documentation-forward all hard copy documentation with appropriate VP signature to Compensation section of HR.    

NOTE:  The Position Description and Position Audit Questionnaire Forms can be downloaded by selecting the appropriate links above or visiting the HR web site: http://www.utsa.edu/hr/forms.cfm

 

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