Transcript PSRP Classification & Compensation Study

Appeals Process
The results of the PSRP Classification &
Compensation study impact all PSRP
employees. If you feel that your position
has been classified incorrectly, you have
the right to appeal that decision.
Appeals Timeline
Appeals Process
What can be appealed?
What is considered in an appeal?
What are possible outcomes?
Week of February 23
Classification letters sent to PSRP employees
Appeals process and forms posted online
March 2 – March 27
Employees complete Classification Appeal Forms and
upload via web form
March 2 – April 3
Supervisors review and comment
March 9 – May 22
Review by HR and Fox Lawson & Associates
On or before June 1
Final decisions are communicated to the employee and
supervisor
1.
Employee completes the electronic Classification Appeal Form
and uploads Form and PDQs
Employee is sent an acknowledgement e-mail message after successful
upload
2.
3.
The appeal routes to the supervisor for review
HR reviews appeal
Appeals will either be forwarded to Fox Lawson for review, or
Appeals are sent back to employees for additional information.
Appeals will generally be reviewed in the order they were received, but
HR may choose to group similar positions where practical.
4. Fox Lawson reviews and determines final classification
5. HR and Fox Lawson communicate final decision in writing to
employee and supervisor
Instructions to complete the Classification Appeal Form
Before starting the Appeal Form:
Review all topics in this presentation
If your job has changed since you completed a PDQ in
2014, complete a new/updated PDQ
Complete Appeal Form located at
http://madisoncollege.edu/in/psrp-classifications
Follow the online directions to upload the Appeal Form
and PDQs
Once you click “Submit”, the Appeal is routed to your
supervisor
Classification Series (ex. “Student Support”)
When you perform a different type of work than
is described in the classification’s Key
Distinguishing Characteristics
Classification (ex. B23 “Student Support Coordinator”)
When you perform a different level of
work within a classification series
Essential Job Functions
(as defined in the Americans with Disabilities Act)
:
The fundamental job duties of the position that must be performed with or without reasonable accommodations. The term
“essential functions” does not include the marginal functions of the position. A job function may be considered essential for
any of several reasons, including, but not limited to, the following:
The function may be essential because the reason exists is to
perform that function
The function may be essential because of the limited number of
employees available among whom the performance of that job
function can be distributed; and/or
The function may be highly specialized so that the employee in
the position is hired for his/her expertise or ability to perform the
particular function.
Work currently assigned to the position
Decision-making responsibility
Job content
Coordination or leadership responsibilities
Qualifications required to perform the work
The following are not considered:
Responsibilities that may occur in the future
Qualifications an employee has (when they are
not required to perform the work for the position)
Employee performance
Volume of work
Pay rate
Tools used in performing the job
Job processes
Technology used in performing the job
Common issues inappropriately addressed
through an appeal:
The title does not describe your work
All the position tasks are not included in the classification
description
Minimum qualifications do not match the position
requirements
The knowledge and skills do not include the systems or
applications related to the position
Back up responsibilities (when you cover for a supervisor
or colleague in a higher classification)
HR and Fox Lawson communicate all final decisions in
writing to the employee and supervisor
Classification Series
Classification Title
DBM Classification Grade
The final classification may result in a pay rate change
Only if your pay rate is below the range for a new classification
Pay adjustments are retroactive to March 8, 2015
The final classification may result in a title change
Employment terms will change as of July 1, 2015 for
employees in positions assigned to Band C
Salaried, not eligible for overtime pay
Minimum 3 weeks annual vacation leave
Send questions to:
[email protected]