Frequently Asked Questions
Where can I find help writing Job Descriptions?
Job Descriptions can now be created online through OACIS (Online Application & Classification Information System). Need assistance drafting the Job Description content? How to Write a Job Description and 7 Steps to Writing an Effective Job Description are good places to start. A Sample Essential Duty Statement has also been provided.
Due to the technical nature of the work, CNT Job Descriptions can be more challenging to write. Please see Help for Writing a CNT Job Description for further assistance.
Finally, a glossary of terms has been provided to clarify some of the more commonly used Compensation terms. If you need further assistance, please contact the appropriate Compensation Analyst.
How does the Compensation Analyst decide what Classification a job is?
The Compensation Analyst decides the Classification level based on the following compensable factors:
- Freedom to Act
- Complexity
- Consequences of Error
- Scope
- Supervisory Responsibilities
- Accountability for Money
- Responsibility for Resources
- Communications
In addition to thoroughly analyzing the position being reviewed, the analysts use other sources of information to determine what classification a position is:
- Job description comparisons to other similar positions at UCSB
- Questionnaires
- Series concepts
- Point factor instruments
- On-site desk reviews with the individual
- Organizational charts
- Studies by title
- Market comparisons
For more information see Compensable Factors
How much of my job needs to change for my reclassification to be approved?
A reclassification can happen when changes to a position result in at least 50% of a job's duties being at a higher or lower classification level than the current level of the position. This DOES NOT mean that at least 50% of the job must change for a reclassification to happen. If a job changes by more than 50%, it is considered a new position and it must be openly recruited in order to fill it. What this DOES mean is that jobs are often a blend of different levels of a classification series, and the addition of higher level duties will combine with the higher level duties already present to become the majority for the position. This can shift the position from one level of a classification series to another, and the position should be reviewed for a potential reclassification.
Can I submit my own reclassification request?
Yes. Before an employee submits his or her own reclass request, Human Resources strongly encourages the employee to work with his or her supervisor so that the request can be submitted through regular channels. However, the employee has the right to submit a reclassification request directly to Human Resources.
How does Human Resources handle effective dates for reclassification approvals?
The effective date of a permanent reclassification is the first day of the month following receipt of a completed Request for Classification package. Retroactive effective dates are not granted. It is the department's responsibility to submit revised job descriptions reflecting changes of duties in a timely manner. Retroactive actions seriously affect exemption status (FLSA), bargaining unit membership and pay issues. If an employee is represented by a collective bargaining unit, the reclassification may require a 30-day notice period. Represented employees should refer to their collective bargaining unit contract for more information on notice periods. For more information on this topic see Effective Date and New Salary.