24 Questions
What triggers a review of a position's duties and responsibilities?
A written request by a department/bureau or Human Resources' own initiative
Who reviews the Comprehensive Position Questionnaire (CPQ)?
The employee's supervisor and chain of command
What happens if a position is reclassified to a higher pay range?
The employee's salary is increased to the step closest to 5% or the higher pay range's minimum rate, whichever is greater
What is the minimum increase in salary for an employee with overlapping pay ranges?
5%
What happens to an employee's salary if they are reclassified to a lower pay range?
Their salary is reduced to the lower pay range's maximum rate
Who can initiate the creation of a new classification or change a classification title?
A department/bureau director
Where are copies of job descriptions available?
In Human Resources
What is the purpose of a field study or on-site audit?
To conduct a review of the position's duties and responsibilities
Who is responsible for processing the Temporary Out of Classification Form?
The home department timekeeper
What is the primary condition for qualified employees to be directed to work in a higher job classification?
A vacancy exists in the higher job classification
What is the minimum duration of a vacancy that requires the completion of a Continuing Out of Classification Authorization Form?
12 weeks (480 hours)
What information must be included in the Continuing Out of Classification Form?
Employee's name, PCN, and justification for the temporary assignment
What is the percentage of the current straight time rate of pay that full-time employees are eligible to receive for out of classification pay?
5% of their current straight time rate of pay
Who must authorize the Continuing Out of Classification Form?
The employee's chain of command
What is the duration of the temporary assignment that requires the completion of the Temporary Out of Classification Authorization Form?
Less than 12 weeks (480 hours)
What happens to the employee's out of classification pay when they are on leave?
It is not paid during leave time
What information must be included in the Temporary Out of Classification Authorization Form?
The justification for the temporary assignment, the assigned employee’s name, position control number (PCN) of the employee/position being replaced, and authorization by the employee’s chain of command
What is the purpose of the Temporary Out of Classification Authorization Form?
To authorize out of classification pay for a temporary assignment
What is required when a continuing out of classification assignment is discontinued?
Human Resources must be notified in writing
What is the purpose of the Continuing Out of Classification Form?
To authorize out of classification pay for a temporary assignment
Who is responsible for completing the Temporary Out of Classification Authorization Form?
The employee’s requesting supervisor
For what type of hours will employees receive out of classification pay?
Hours worked excluding leave time
Who is responsible for approving and processing the Continuing Out of Classification Form?
Human Resources
What is the basis for determining the out of classification pay for an employee?
The employee’s current straight time rate of pay
Study Notes
Job Classification System
- Positions can be reclassified to a different classification if there are significant and permanent changes in actual job duties or responsibilities.
- Human Resources conducts a review of the position's duties and responsibilities, obtaining necessary information and requiring the employee to complete a Comprehensive Position Questionnaire (CPQ).
- The CPQ must be reviewed by the employee's supervisor and chain of command, and field studies and/or on-site audits may be conducted if appropriate.
Salary Reclassification
- Positions reclassified to higher pay ranges are increased to the step closest to 5% or the higher pay range's minimum rate, whichever is greater.
- Employees with cases of overlapping pay ranges where the employee is at or above the reclassified pay's minimum rate are increased at least 5%, provided there is room in the new range.
- Employees reclassified to lower pay ranges will not receive more than the lower pay range's maximum rate, and employees with pay rates above the lower classification's maximum rate are reduced to the lower maximum rate.
Creating New Classifications
- Departments/bureaus wanting to establish a new classification or change a classification title must submit a written request from their director to the Human Resources Director.
- Copies of job descriptions are available to all employees in Human Resources.
Out of Classification Pay
- Qualified employees may be directed to work in a higher job classification on a temporary or continuing basis if a vacancy exists.
- Employees eligible for out of classification pay receive 5% of their current straight time rate of pay or pay in accordance with provisions of their applicable bargaining unit above their regular pay for the assignment.
- Temporary Out of Classification Assignment forms are used for assignments lasting less than 12 weeks (480 hours), and Continuing Out of Classification Assignment forms are used for assignments lasting more than 12 weeks (480 hours).
- Forms must be completed by the employee's supervisor, including justification for the assignment, and must be authorized by the employee's chain of command and approved by Human Resources.
Learn about the job classification system in the sheriff's policy manual, including reclassifying existing positions and the role of human resources.
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