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I. General Statement:
The College of Education adheres to University of Houston Manual of Administrative Policy and Procedure (MAPP) 02.01.02 (http://www.uh.edu/mapp/). Consistent with that policy and procedure, these guidelines are established by the College of Education to request review of positions and to provide guidance in making salary decisions in the instance of favorable decisions of reclassifications.
II. Guidelines for Reclassifications
A. Significant changes in duties or responsibilities may require re-evaluation of a position. Where changes in duties and responsibilities assumed by the incumbent are judged to be significant by the supervisor and/or manager, the following process may be followed:
A Job Analysis Questionnaire is prepared by the incumbent. The form can be obtained from the college business office or online at http://www.uh.edu/admin/hr/forms/_main.htm.
The JAQ is reviewed by the supervisor/manager, who makes any changes or recommendations in the reviewer’s section.
The JAQ is forwarded to the College Business Administrator. The College Business Administrator will review the JAQ with the supervisor to determine if sufficient information has been provided. The Dean or the Dean’s designee will review the JAQ with the College Business Administrator and will determine if the JAQ is to be forwarded to the next level for review.
The JAQ with supporting memo and position request prepared by the college business office is forwarded to the Provost’s Office for review and approval.
The Provost’s Office reviews and if in agreement that position review is justified, forwards to Human Resources. At this point in the process, any communication with the Human Resources Department will be between Human Resources and the College Business Administrator, the Dean, or the Dean’s designee.
Human Resources will review the request and determine whether sufficient information exists to make a determination. If necessary, a meeting will be scheduled with the incumbent to obtain additional job information and reach a better understanding of the position (desk audit).
After review of all relevant information, Human Resources will make a preliminary determination and discuss it with the College Business Administrator to obtain his or her input. Shortly thereafter, a final determination will be made and communicated formally in writing to the college (this review process generally takes approximately 10-12 weeks).
If there are questions or concerns regarding the recommendation and determination made by Human Resources, those issues will be discussed with the supervisor, the College Business Administrator, the Dean, or the Dean’s designee.
III. Procedure for Job Reclassifications and Resulting Pay Increments
A. An employee whose position is reclassified to a job having increased responsibilities or complexity of duties and in a higher pay grade, and who is eligible to remain in the position, is considered to have been promoted as a result of the reclassification. Compensation for such reclassification will be in accordance with the university’s policies and procedures found in MAPP 02.01.02 (http://www.uh.edu/admin/hr/forms/_main.htm).
B. It will be the practice of the College of Education to establish position upgrades and new hires no higher than the established salary midpoint as determined by the Department of Human Resources. The supervisor/manager is not required to pay at midpoint if circumstances dictate a salary at less than midpoint of the pay grade.
C. Rarely will exceptions exceeding the midpoint salary be granted. In such cases, the supervisor must submit a Salary Exception Offer form found on the web at http://www.uh.edu/admin/hr/forms/_main.htm with a copy of the employee’s resume/vita for review and approval by the College Business Administrator, the Dean, or the Dean’s designee, in consultation with the Provost’s Office and the Department of Human Resources as necessary. Factors to be considered as per these requests include:
- Rates paid to other employees in that job, both within the hiring college and in other colleges/divisions.
- Pay range for the new position and the number of pay grades between the old position and the new position
- Performance level of the individual being reclassified.
- Qualifications of the individual, compared to the qualifications of other employees in the same job in the college, as well as other employees across the university.
- External pay data, if available or applicable.
- Whether the reclassification involves a change from non-exempt to exempt classification.
APPROVALS:
Sabrina HassumaniCarol B. Barr, College Business Administrator
College of Education
Robert K. Wimpelberg, Dean
College of Education
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