More FAQs

What is an upgrade of a job classification?

An upgrade of a job classification is when the pay grade of an existing job classification is changed to a higher pay grade or pay range. To change the pay grade of a particular job classification, a request must be made in writing from the department head to the Human Resource Department. This request should be supported by data such as salary survey information from comparative labor markets and/or internal comparisons to other city jobs with comparable levels of expertise and qualifications. This data should document why such a change is necessary to be competitive. This material will be reviewed and confirmed by Human Resource Department staff members for appropriateness. Consideration will be given to the impact on multiple departments with positions in the same classification. Job analysis and job evaluation procedures may then be performed before any final recommendation is made by the Human Resource Department. Additionally, the human resource director may forward his or her recommendation for approval by the mayor, Administrative Committee, Finance Committee (if funds are needed) and/or Full Council to amend the pay plan exhibits.

How is a new job classification created?

If it is determined that the duties and responsibilities of a particular position are not covered by an existing classification specification within the current pay plan exhibits, it may be necessary to establish a new classification and/or revise an existing job classification accordingly. New classifications are established in the following manner:  

1. A Comprehensive Position Questionnaire (CPQ) may be completed by the supervisor or others familiar with the job to identify the specific duties and responsibilities of the position.

2. A draft classification specification will be developed by the Human Resource Department to include the proposed title of the classification and salary grade; the summary or purpose; a listing of the essential and marginal functions or duties; and the minimum qualifications and requirements.

A new classification request may also include a request for assignment to a particular salary grade. This request should be supported by salary survey data from comparative labor markets but may also include internal comparisons of other city jobs requiring comparable levels of expertise and qualifications. The request and supporting information should be submitted to the Human Resource Department for consideration and review. Human Resource Department staff members may contact the department to conduct a job audit with the supervisor(s) and/or incumbent(s). Job analysis and job evaluation procedures may then be performed before any final recommendation is made by the Human Resource Department. Additionally, the human resource director may forward his or her recommendation to the mayor, Administrative Committee, Finance Committee (if funds are needed) and/or Full Council for further review and action.

How will my pay change if my job classification is upgraded?

If a job classification is upgraded to a higher pay grade, all employees within the job classification shall be placed in the higher pay grade at the equivalent step amount (salary). However, if there is no equivalent step amount (salary), then the employees shall be placed at the next highest step. If any increase as a result of an upgrade exceeds step 20 pay of the new job classification pay grade, then employees shall be placed at step 20.

How is a position reclassified to another job classification?

If the duties and responsibilities of a position have changed significantly and are now more in line with another job classification than that to which it is assigned, the position may be reassigned to the other job classification through a process called reallocation.  A reallocation pertains solely to a certain position.  Requests for reallocations are made in writing to the Human Resource Department in the following manner:  

1. A written request outlining the specific reasons for the request to reallocate an existing position to another classification must be sent to the human resource director. 
2. A Comprehensive Position Questionnaire (CPQ) may need to be completed by the supervisor, the incumbent or others familiar with the job to identify the specific duties and responsibilities of the position.
3. Staff from the Human Resource Department may perform a job audit or interview the supervisor(s) or possible incumbent(s) of the job if more information is needed.
4. Additionally, the human resource director may forward his or her recommendation to the mayor and/or Finance Committee (if funds are needed) for further review and action.

How is an existing job classification revised?

If it is necessary to modify any portion of an existing classification specification, submit the changes in writing to the Human Resource Department for consideration and review. Job analysis and job evaluation procedures may then be performed before any final recommendation is made by the Human Resource Department.  Additionally, the human resource director may forward his or her recommendation to the mayor, Administrative Committee and/or Full Council for further review and action.

How do you request a change in salary within an employee's existing pay grade and pay range?

The base pay of an employee may be adjusted within the range of the employee’s assigned pay by the department head recommending to the human resource director an adjustment of an employee’s salary with justification based upon the prevailing market conditions and/or internal or external equity, with supporting documentation. The Human Resource Department will review the recommendation of the department head and confirm the supporting documentation for appropriateness. If the human resource director concurs that an adjustment is warranted, he or she may forward the request to the mayor and/or Finance Committee (if funds are needed) for further review and action.

How will my pay change if my position is reclassified to a job with a higher pay grade?

When an employee is promoted to a job with higher pay grade, he or she will receive an increase in base pay equivalent to the greater of:         An increase of 6 percent added to employee's current base pay and then placed in the new job classification pay grade at the equivalent step amount; however, if no equivalent step amount then employee shall be placed at the next highest step. If any increase as a result of a promotion exceeds step 20 pay of the new job classification pay grade, then employee shall be placed at step 20.       Step 1 pay of the higher pay grade.