3.4.pdf

SHERIFF’S POLICY MANUAL 3.4 JOB CLASSIFICATION SYSTEM: A. Reclassifying Existing Position: 1. Positions may be reclassified to a different classification if there are significant and permanent changes in actual job duties or respon...

SHERIFF’S POLICY MANUAL 3.4 JOB CLASSIFICATION SYSTEM: A. Reclassifying Existing Position: 1. Positions may be reclassified to a different classification if there are significant and permanent changes in actual job duties or responsibilities. 2. Human Resources on its own initiative or upon written request by a department/bureau will conduct a review of the position's duties and responsibilities. 3. Human Resources will obtain the necessary information on the position and require the applicable employee to complete a Comprehensive Position Questionnaire (CPQ). The CPQ must be reviewed by the employee's supervisor and chain of command. 4. Field studies and/or on-site audits may be conducted if appropriate. If a field study or audit is conducted, the department/bureau director will be notified by Human Resources of the results. B. Salary Reclassification: 1. 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. 2. 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. 3. Employees reclassified to lower pay ranges will not receive more than the lower pay range's maximum rate. Employees with pay rates above the lower classification's maximum rate are reduced to the lower maximum rate. C. 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. Reviewed: 06/03/2021 Revised: 06/28/2021 Rescinds: 10/01/2008 Effective: 08/16/2021 3.4 Page 1 of 3  SHERIFF’S POLICY MANUAL D. Out of Classification Pay in a Higher Job Classification 1. If a vacancy exists in a higher job classification, qualified employees may be directed to work in that job classification on a temporary or continuing, basis. If such assignment to the higher classification exists full-time employees will be eligible to get five percent (5%) of their current straight time rate of pay for out of classification pay or pay in accordance with provisions of their applicable bargaining unit above their regular pay for the assignment. The employee’s requesting supervisor must complete the applicable form based upon the duration of the assignment: a. Temporary Out of Classification Assignment: Employees who are assigned to work out of classification for a vacancy that will occur for less than 12 weeks (480) hours must complete the Temporary Out of Classification Authorization Form based upon the employee’s applicable bargaining unit: i. Completion of the Temporary Out of Classification Form must include 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. Employees will receive out of classification pay for hours worked excluding leave time. Temporary Out of Classification Forms will be processed by the home department timekeeper for placement in the employee’s district payroll file. b. Continuing Out of Classification Assignment: The employee’s supervisor must complete the Continuing Out of Classification Form based upon the applicable bargaining unit for employees who are assigned to work out of classification for a vacancy that will occur for greater than 12 weeks (480) hours must complete the Continuing Out of Classification Authorization Form based upon the employee’s applicable bargaining unit: i. Completion of the Continuing Out of Classification Form must include justification for the temporary assignment, assigned employee’s name, position control number (PCN) of the employee/position being replaced, and the projected date or Reviewed: 06/03/2021 Revised: 06/28/2021 Rescinds: 10/01/2008 Effective: 08/16/2021 3.4 Page 2 of 3  SHERIFF’S POLICY MANUAL condition that will cease the out of classification payment. Employees will receive out of classification pay for hours worked, excluding leave time. Forms authorized by the employee’s chain of command must be forwarded to Human Resources for approval and processing. Human Resources must be notified in writing when a continuing out of classification assignment is discontinued. ii. Human Resources will discontinue the Continuing Out of Classification Pay assignments at the end of each calendar year. In order to reactivate the assignment, a new a Continuing Out of Classification Pay Form must be resubmitted by employee’s command. 2. Employees' pay will return to their regular position's established pay rate at the end of the assignment. 3. If assignments are for extended periods or other sufficient reasons, the Sheriff or designee may authorize a temporarily filling of this position, compensated at the vacant position's pay range. Reviewed: 06/03/2021 Revised: 06/28/2021 Rescinds: 10/01/2008 Effective: 08/16/2021 3.4 Page 3 of 3