There are many misconceptions about when a reclassification is appropriate. Individuals may feel that they are ready for an upward reclass because they are at the top of their salary range, are an incredibly loyal employee, or perhaps feel that they work harder than anyone else in their department. Supervisors may feel pressure to upwardly reclass their employees for these reasons as well, or perhaps to keep someone who has found a higher paying job elsewhere. While there are many desirable qualities for employees to have that should be recognized, classification is based solely upon the duties assigned to a position, not the qualifications of the incumbent. Put simply, we classify the job, not the person.
We receive daily inquiries about reclassification, with the most common misconception revolving around this person-position distinction. Examples of person-related factors that we do not take into consideration when classifying a position include:
- Longevity: We are sometimes informed that, "He's been at step 5 for 3 years and I need to do something for him." The fact that an employee has reached the top step in the pay scale is not a factor in reclassification, though Staff Performance Awards are available to such employees.
- Future Projects: This situation often creates reclassification problems. We only classify duties being performed, not those that might be added to a job down the line. As such, we recommend that reclassification requests be delayed until new projects or assignments have officially begun.
- Speed: Individual performance is taken into consideration when determining merit pay increases, not by the reclassification system. Top performers can be rewarded through the merit system or Staff Performance Awards.
- Retention: "She's been offered a promotion," more than one supervisor has complained. "If I can't match it, I'll lose my best employee." While we understand your dilemma, the possibility of losing an employee cannot be considered in reclassification decisions.
- Financial Need: The reclassification process cannot take personal financial conditions into consideration. If an individual is in a financial crisis, UCSB's Employee Emergency Loan Fund is a more appropriate solution.
- Dedication: We often hear about employees who work hard, stay late, and give 110%. This commitment and enthusiasm should be recognized through the merit increase and Staff Performance Award systems. For those employees who might be feeling overwhelmed by their workload or other personal circumstances, it is suggested that they take advantage of the Academic & Staff Assistance Program (ASAP), a free, confidential counseling and referral service provided to UCSB employees.
- Personality: UCSB definitely wants individuals who are pleasant, patient, and helpful. However, it must be through the merit system, not reclassification, that these individuals are recognized.