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Position reclassification
Employees in a career service position may submit a job reclassification request in accordance with King County Code or applicable collective bargaining agreement. A department or division director may also submit a job reclassification request for an employee through their human resources representative.
Once a job reclassification request is submitted to the Department of Human Resources (DHR), it will be assigned to a Compensation/Classification staff member who will schedule a job audit and determine if a review of a career service position is justified. The purpose of the job audit is to explain the reclassification process, verify eligibility for a reclassification review, discuss the employee’s statement of job duties and responsibilities, and to determine what actions will be needed to reach a classification determination. When the review is completed, the Compensation/Classification staff member issues a classification determination.
In accordance with King County Code or applicable collective bargaining agreement, the employee can accept or request DHR to reconsider the determination. If the employee accepts the determination, DHR and the department human resources representative will implement the classification decision based on the effective date pursuant to provisions set forth in the King County Personnel Guidelines or applicable collective bargaining agreement.
To submit a position reclassification request, please complete the Job Reclassification Request Form and email the completed form to ClassComp@kingcounty.gov or mail stop ADM-ES-0553.
Roles and Responsibilities
The employee's attendance is required at the reclassification and, if applicable, the reconsideration job audit. The employee should be prepared to:
- Provide a detailed description of current, on-going duties and duties they feel are outside of their current job classification;
- Explain what is involved in the duties described; and
- Answer any clarifying questions the CCS Analyst may have.
Prior to the job audit
- The supervisor and/or manager should meet with department or division human resources to prepare for the meeting. Topics to discuss should include:
- Are we in agreement with the request?
- Work currently being performed by employee
- Review prior requests and discussions with the employee
- Length of time in position and/or performing the duties listed
- How are other positions who perform similar bodies of work classified in the division and department?
- How will this impact other positions?
- How to present this information at the job audit
- HR may need to coach the supervisor/manager
At the job audit
For transparency purposes, attendance is required at reclassification and reconsideration job audit. The manager and/or the supervisor should be prepared to speak to:
- The purpose of the position;
- The job duties assigned to the position;
- Respond to the employee's description of their job duties;
- Provide supplemental information to clarify duties performed; and
- Answer any clarifying questions the CCS Analyst may have.
Prior to the job audit
- Human resources should meet with supervisor and/or manager to prepare for the meeting. Topics to discuss should include:
- Are we in agreement with the request?
- Work currently being performed by employee
- Review prior requests and discussions with the employee
- Length of time in position and/or performing the duties listed
- How are other positions who perform similar bodies of work classified in the division and department?
- How will this impact other positions?
- How to present this information at the job audit
- HR may need to coach the supervisor/manager
At the job audit
Attendance is required at the job audit for transparency purposes. Be prepared to speak to:
- If the position is classified appropriately, and the basis for the conclusion;
- If another classification best fits the body of work, state the classification and reasoning;
- Provide CCS with agency-specific information about the classification use that we may not be aware of, including if the classification is similarly used throughout the division and department; and
- Answer any clarifying questions the CCS Analyst may have.
Attendance is required at job audit. This role serves as an impartial representative of King County. The CCS Analyst should be prepared to:
- Inform the audience about the process and each person’s role;
- Solicit and identify specific duties currently performed by the employee, including those which are outside of their current classification;
- Ascertain how long the employee has been performing the specific duties;
- verify other employees who are doing similar work; and
- determine the most appropriate King County job classification based on the employee’s purpose of position and duties performed.