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).
Position evaluations that do result in a salary grade change, the current employee’s pay will be subject to internal equity review process, which may or may not warrant a pay increase.
HR will accept staff position evaluations in May. If approved, the change will be future dated to the first full pay period of August of each calendar year.
View our full Staff Position Evaluation procedure.