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.

Reclassification actions may not be used to bypass the recruitment process for a vacant position. In cases where a vacant line of the requested classification exists in the department, or when a position with the current job classification will still be needed, a recruitment should be conducted.

Initiating a Reclassification

To initiate a classification change, a need is identified by the supervisor, manager, or hiring authority. In conjunction with the Unit HR team, a new classification is proposed and the Classification/Compensation Request Form and the Position Information Questionnaire (PIQ) are completed and submitted via email to The Unit HR representative submits the updated position description within GEMS.

 See Guide to Writing Effective Position Descriptions.

Review by Human Resources

Central Human Resources (CHR), Regional HR Office, or USF Health HR will conduct an analysis of the reclassification request to:

  • Evaluate changes in duties in comparison to the current and requested classifications, along with other classifications which may be relevant.
  • Compare the position with other positions which may have similar duties, especially those within the same work unit.
  • Evaluate 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. 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 CHR consultant will discuss a more appropriate classification with the requesting department. After this consultation, the CHR consultant will classify the position based on the duties and responsibilities in the final position description. CHR will advise the requesting department by email of the approved classification.

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 to within the hiring range associated with the new classification customarily accompanies the action.  Refer to Determining Appropriate Salary Levels for more information on the factors to consider when determining the appropriate salary increase associated with a reclassification.  The Delegated Salary Authority limits the amount of such an increase. The CHR Consultant will review the requested salary and, if deemed appropriate based on current internal/external equity and Delegated Salary Authority, will approve the final salary. 

Salary changes associated with reclassifications are effected after CHR notifies a department of approval. Pay changes due to reclassifications are not retroactive. See Effective Dates for Approved Actions.

Proposed classification requests and/or pay actions should not be communicated to employees until official communication of approval has been received from Central Human Resources (CHR), Regional HR Office, or USF Health HR.

After reclassification approval has been granted by CHR, Regional HR Office, or USF Health HR, the department will complete and submit an appointment status form to change the salary.