Staff Position Evaluations
All staff positions will evolve over time. Duties may be added, changed or subtracted. When there is a significant change in the responsibilities within a position, a manager may request a review of that position. Unless the majority of a role's essential functions and duties change, the position evaluation will not warrant a pay reexamination. Determinations of a position’s salary grade also consider other factors, including internal equity, position comparisons and external market data. Thus, changing salary grades for a position is rare. Additionally, adding or subtracting direct reports does not typically necessitate reclassification.
Position evaluations are not a process for rewarding employee performance or acknowledging length of service.
A position evaluation is for the addition of higher-level responsibilities, not an increase of volume (i.e., more of the same work already being performed or a project).
For position evaluations that result in a salary grade change, the current employee’s pay will be subject to internal peer assessment review (Pay Decision Procedure), which may or may not warrant a pay increase.
Human Resources will accept staff position evaluation requests at any time, except during the period of May 1 through June 30. Requests for position reviews may only be initiated by a manager for their direct reports.
Evaluation Process Steps
Eligibilty: A staff position that has experienced significant change, supported by increased competency and proficiency, can be reviewed through the formal Staff Position Evaluation process.
Positions are eligible for review once within a twenty-four (24) month period of time.
- The manager initiates the position evaluation process by reviewing the current job description, available upon request from their Human Resources representative, and consulting with Human Resources to discuss the potential review.
- The manager submits a formal request through an AskHR ticket under "Compensation - Position Review," using the current job description to complete it.
- Human Resources verifies that the submitted ticket is complete and that the current job description meets the criteria for review in PayFactors, following the established job description review and approval process.
- After the updated job description is published, human resource representative will starts the job grade review. If the grade changes, human resource representative and the division vice president will discuss any restrictions and, if possible, proceed with pay review through the Pay Decision procedure.
- Once the position review is complete, human resources and the manager will decide how to proceed with the outcome.
(updated July 2025)