Job Evaluation Process, New or Changed Classes

(Effective September, 1991)

 

Purpose and Scope:

A procedure is needed for an orderly review of the appropriate range allocation for new and changed classifications to assure an efficient, fair, and equitable internal ranking system. This guideline explains the role of Human Resources, the affected unions/meet and confer groups, and the outside consultant in this process. This process is intended to compliment the collective bargaining process and it is recognized that participation is not a waiver of negotiations or meet and confer rights for the affected units. (Issues of proper classification for a particular position are not appropriate under this procedure and should be handled under Guideline CC 2050 Reclassification Review Procedure).

General Guidelines:

All classifications in the management and supervisory/professional units, Confidential unit, AFT Office Technical and AFT Food Services units will be evaluated utilizing the Hay Job Evaluation System.

A standing advisory committee for each unit (Job Evaluation Committee) will make recommendations to the District and the affected unions/meet and confer groups on:

1. proper range allocations for authorized new positions
2. requests for review by incumbents or their President/Director regarding job changes which may effect the range allocation of the classification
3. the review and maintenance of the District's internal ranking system for management and supervisory/professional classifications

Composition of the Job Evaluation Review Committees:

1. Management and Supervisory/Professional Classifications:

   The Job Evaluation Committee will be composed of the following voting members:

   1. The members of the Chancellor's Cabinet
   2. Two representatives appointed by the Management Association
   3. Two representatives appointed by the Supervisory/Professional Unit
   4. Two representatives from Human Resources

   The committee will be chaired by the Assistant Chancellor - Human Resources and Administrative Services or designee who will work with the consultant to guide the group through the job evaluation process.

2. Confidential, AFT Office Technical and Food Services classifications:

   The Job Evaluation Committee will be composed of the following voting members:

   1. Four representatives appointed by the AFT Office Technical Unit
   2. One representative appointed by the AFT Food Services Unit
   3. One representative appointed by the Confidential Unit
   4. Six managers/supervisors (including the Classification and Compensation Supervisor) appointed by the Assistant Chancellor - Human Resources

   In addition to these voting members, alternates appointed by each of the parties and may attend the meetings for purposes of training and/or substitution for voting members. Human Resources Technicians may serve as resource staff.

   The committee will be chaired by the Classification and Compensation Supervisor who will work with the consultant to guide the group through the job evaluation process.

Request for Classification Allocation Review

1. New Classifications:
   1. The Classification and Compensation Supervisor will schedule a meeting of the appropriate Job Evaluation Committee to review new classifications following Board of Trustees approval or new classifications as a result of a reclassification review.
   2. All requests for review must be submitted on the "Request for Reallocation" form.
   3. All requests must be signed by the initiating party.
   4. Committee members may conduct field interviews as assigned by the committee to verify information submitted. These findings will be included in the committee deliberations.
   5. The committee's recommendation will be forwarded to the employees and/or the initiating party and formally to the bargaining or meet and confer unit.
   6. The appropriate bargaining or meet and confer unit will be notified of the committee's final recommendation.
   7. The employee(s), initiating party or bargaining/meet and confer unit may appeal the committee's recommendation. The appeal must include specific issues related to the ranking of the classification with other classifications within the unit.
   8. The committee's final recommendation will be forwarded to the appropriate President/Director who will ultimately determine the next step as defined in the bargaining agreement/handbook (e.g. remove the duties, proceed to the Board of Trustees for approval).
2. Current Classifications:
   1. An incumbent, supervising manager, or representative of an employee union or meet and confer group may request review of the range allocation of a classification during the annual window period (January I through March 31).
   2. All requests for review must be submitted on the "Request for Reallocation" form and the reason for the request must be specifically stated.
   3. All requests must be signed by the employee or initiating party.
   4. The committee will consider all individual requests for review within the timelines delineated in the appropriate bargaining agreement or meet and confer handbook.
   5. Committee members may conduct field interviews as assigned by the committee to verify information submitted. These findings will be included in the committee deliberations.
   6. The committee's recommendation will be forwarded to the employees) and/or the initiating party and formally to the bargaining or meet and confer unit.
   7. The employee(s), initiating party or bargaining/meet and confer unit may appeal the committee's recommendation. The appeal must include specific issues related to the ranking of the classification with other classifications within the unit.
   8. The committee's final recommendation will be forwarded to the appropriate President/Director who will ultimately determine the next step as defined in the bargaining agreement/handbook (e.g. remove the duties, proceed to the Board of Trustees for approval).
   9. Except for unusual cases, all range allocations will become effective at the beginning of the next fiscal year (July 1).