Represented Employees, refer your Bargaining
Unit Contract
Policy
PURPOSE:
Classification decisions that are not resolved through the typical reclassification process may be reviewed by the Panel, assuming the case meets certain job related classification criteria.The Panel shall make recommendations to the Human Resources Director (HRD) after deliberating the merits of each eligible case.
APPEAL and REVIEW PANEL:
The Panel shall consist of six individuals, five voting members, and one non-voting alternate. These individuals shall be appointed by the Vice Chancellors of: Administrative Services, Student Affairs, Institutional Advancement, Academic Affairs and the Director of Budget and Planning. Each Panel member shall serve for two years. Individuals will be chosen based upon their knowledge of campus positions, and experience with the classification process. The panel shall convene quarterly to review eligible cases submitted for review in the prior quarter.Voting Panel members shall be career employees of the University who are not members of the department(s) affected by the appeal. The scope of the Panel's authority is limited to a review of the appropriateness of the original classification decision by the Compensation Unit.
CLASSIFICATION CRITERIA:
The HRD and Panel will use only benchmark positions and/or standard analytical techniques for evaluation purposes. Positions which are designated "incumbent only" or "Chancellor's exception" or belong to the SMG or MSP Programs are not considered. Similarly, appeals based on classification decisions resulting from campus-wide studies are not included.The classification decision may be submitted to the Panel if the HRD decides the appeal meets one or more of the following criteria.
INCLUSIONARY FACTORS:
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Complexity of Work: Job related duties may have been undervalued in determining the appropriate classification level.
- Diversity of Duties: The entire scope of responsibilities may not have been fully considered when rendering the initial decision.
- Independent Authority: The impact of decisions and consequence of error may not have been sufficiently considered.
- Impact: Supervisory responsibilities, change in the organization, and the effect on other departments or agencies, may not have been appropriately understood.
- Responsibility for Resources: The extent of the resources for which the employee has responsibility including, but not limited to, human, financial, facilities, material, and information systems may not have been sufficiently considered.
EXCLUSIONARY FACTORS:
Unresolved decisions are not eligible for review by the Panel if the original decision is disputed on the basis of:- Longevity: The basis for the disagreement rests upon the incumbent not receiving a salary increase because he/she has reached the maximum of the range, or because the incumbent is a long term employee;
- External to the Campus Comparisons: The basis for the disagreement is based upon a comparison to positions external to the Santa Barbara campus (whether or not they are UC jobs) or comparisons made to job bulletins or flyers that advertise new positions;
- Retention: The reason for the disagreement is based on job offers or market salary data;
- Financial Need: The basis for the disagreement rests upon the financial need of the incumbent;
- Assignment of Future Projects: The basis for the dispute rests upon duties or responsibilities which may be incorporated into the position at a future time. Also, changes to the job duties after the decision date of the original classification finding will not be considered in the appeal process;
- Performance Related Characteristics: Performance behaviors such as initiative, efficiency, positive customer service, etc. are not part of the classification process as are personality traits (i.e. loyal, dedicated, hard working, etc.) and as such cannot be considered in an appeal;
- Increased Volume: The basis for the appeal rests upon increase in volume but not complexity of work. Increase in productivity at the same classification level is normally rewarded through the merit and incentive processes.