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Classification/Job Evaluation is the analysis and assignment of positions to job titles and classification levels – involves the examination of several factors that are key components of the wide variety of work at UC San Diego Health System. The Compensation staff in Human Resources use systems designed to measure these factors (commonly referred to as compensable factors) to determine the appropriate classification level of positions. Examples of typical compensable factors used in job evaluation are:
When deciding to assign new duties and responsibilities to an employee, management should consider:
At times, it is necessary to use the reclassification process rather than the recruitment process to fill a new job. For example, a department or unit may identify the need for a new supervisor; if there is no budget to create a new position, the supervisor will be selected from within and reclassified to the supervisor title. The department manager will ensure that department employees are informed of this opportunity and provided information about how to apply. Interviews will be conducted and documentation created to demonstrate how the best-qualified employee was selected. That employee will sign the new job description and the manager will submit his/her position for reclassification.
When a position that is represented by a union is reclassified, we may be required to provide union notice, and can proceed with the reclassification when the notice process is complete. Union notice is required when
After union notice (if applicable), a reclassification is implemented in three steps:
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