Thinking of asking for a reclass?
On UC campuses from Davis to San Diego, the Coalition of University Employees (CUE) has been offering workshops on how to make a successful job reclassification request. The workshop includes a presentation, handouts, and a chance to ask specific questions. If you would like us to hold a workshop where you work, please let us know. We have also issued the following more general tips and pointers on how to request a job reclassification, and on how you can improve your chances for a successful request. The process begins with you, and there is a lot that you can do to make it work for you.
Things to keep in mind:
- Remember that your classification is supposed to reflect the level of work you do, not the amount. In clerical jobs, level is related to the amount of independence, decision-making, setting your own priorities, etc. Personnel has published a list of action verbs for job descriptions and a description of classification level responsibilities.
- Your request will be much stronger if you can show that your duties have changed since the last classification decision was made.
- Remember that a reclassification request isn't connected to a Department's budget. If a reclass is approved, the Campus is required to come up with the money.
- You can apply even if your boss doesn't support the request. If your supervisor is reluctant to sign, you can remind her/him that signing your job description only indicates agreement that this is an accurate job description; it doesn't indicate support for your reclassification request.
- Don't accept the idea that you and your boss (or co-workers) can't have the same title. This is just not true.
- The actual request consists of the following:
- Your job description. Use UC's form. List the highest level tasks first; it's best if these also represent a large percentage of your job. Percentages must add up to 100%.
- An organizational chart for your unit, showing where your job fits into the structure.
- Your cover letter, emphasizing the changes, level of tasks, etc. If your Supervisor didn't sign the job description, state in your letter that you showed it to her/him but didn't receive it back, and that you affirm that the description of your job is accurate.
- A letter of support from your Supervisor or department head (or both). If you can't get one of these, go ahead without it. Deliver this package to the benefits/compensation section of your campus' Personnel or Human Resources office and get it (and a copy of the top page) date-stamped when received. The general rule is that once approved, your new pay level will be effective beginning the first of the month following when you turn in the request to Personnel.
Whatever else you do, remember this: with a stronger union, we can work for a better classification system and more fair pay levels. What's the first step?
Join CUE, and help us improve our working conditions at UC!
Good luck!