Classification & Compensation
Reclassifications of Administration and Staff Positions
When the duties of a position change substantially, a classification change (also called a reclassification) may be necessary. Classification changes may result from a departmental reorganization, the evolution of an existing job in a new direction, the addition of a new function or program to a unit, or other changes which have major impact on the regular duties assigned to a position.
Initiating a Reclassification
To initiate a classification change, a supervisor or manager proposes a new classification and updates the position description within Careers@USF. This request is then reviewed by a director or dean for its fit in the organization and for funding.
Review by Human Resources
A Compensation and Classification Analyst in Human Resources reviews the reclassification request. The analyst considers the changes in duties and compares them to the current and requested classifications, along with other classes which may be relevant. The analyst compares the position with other positions which may have similar duties, especially those within the same work unit. The analyst evaluates the duties for exemption under the Fair Labor Standards Act as part of the determination for the use of an exempt classification. All Administration classifications are exempt. (Note – Some Administration jobs may become non-exempt if proposed changes to FLSA are implemented.) With few exceptions, Staff classifications are non-exempt.
At times, the duties and responsibilities described in the position description do not support the classification or level of position that has been requested. In this case, the Compensation and Classification Analyst discusses the appropriate classification with the requesting department. After this consultation, the analyst will classify the position based on the duties and responsibilities in the final position description. HR will advise the requesting department by email of the approved classification. HR reclassifies vacant Staff and Administration positions within 15 business days. HR reclassifies filled Staff and Administration positions within thirty (30) calendar days from the date of receipt. If significant revisions of the position description are required, the service level dates may need to be extended to accommodate for the additional changes and analysis.
Pay Changes Associated with Reclassifications
When a classification change results in a promotion (a move to a classification in a higher pay band), a salary increase may accompany the action. The amount of such an increase is limited by delegated pay authority. Salary changes associated with classification changes are effected after HR notifies a department of approval. Pay changes due to reclassifications are not retroactive. See Retroactive Salary Increase Guidelines for full details. Refer to Determining Appropriate Salary Levels for more information on the factors to consider when determining the appropriate salary increase associated with a reclassification.
An appointment status form is initiated by a department to change the salary. (Review the appointment process under Employment Center for detailed steps.)