Frequently asked questions
- Employee or department completes and submits the Reclassification Request Form to HRD at email@example.com or mail stop ADM-ES-553
- HRD checks for eligibility and acknowledges receipt of request HRD checks-in with the department HR representative regarding the reclassification request
- HRD schedules a job audit with employee, supervisor/manager, department HR representative, and union representative (if requested by employee)
- HRD confers with the department HR representative about the preliminary classification determination
- HRD confers with the Office of Labor Relations about the preliminary classification determination for positions represented by a union
- HRD issues classification determination to employee, his/her supervisor/manager, and his/her departmental human resources representative, as well as the Office of Labor Relations and the union representative for positions represented by a union
- If a reclassification is warranted, HRD and department HR representative implement the classification determination, IF the employee accepts determination or does not request HRD to reconsider the determination within 30 days
- Employee completes and submits Job Reclassification Request for Reconsideration Form to HRD at firstname.lastname@example.org or mail stop ADM-ES-553 within 30 days from receipt of classification determination
- HRD checks for eligibility (reconsideration filed within 30 days) and acknowledges receipt of the request
- HRD checks-in with the department HR representative about the reconsideration request
- HRD schedules a Panel Reconsideration Meeting with panel members, employee, department HR representative, union representative (if requested by employee), and the Compensation staff member who issued the classification determination. The panel consists of the Compensation Manager, a Compensation staff member not involved in the original classification determination, and a human resources representative from another department
- HRD confers with the department HR representative about the preliminary reconsideration response
- HRD confers with the Office of Labor Relations about the preliminary reconsideration response for positions represented by a union
- HRD issues a response to the reconsideration request to the employee, his/her supervisor/manager, and his/her departmental human resources representative, as well as the Office of Labor Relations and the union representative for positions represented by a union
- If a reclassification is warranted, HRD and department HR representative implement the reconsideration determination, IF the employee accepts reconsideration determination or does not request an appeal within 30 days
- If the employee does not agree with HRD’s response to the reconsideration request, he/she may appeal the classification determination pursuant to the procedures set forth in the King County Personnel Guidelines or applicable collective bargaining agreement
Reclassification decisions are based solely upon the responsibilities and duties assigned to a position, including the knowledge, skills, and abilities required of the position. Changes in the nature, variety and complexity of job duties may justify a classification review. However, changes in assigned duties or percentages of time do not always warrant a change in classification level. In addition, the overall credentials and personal circumstances of an incumbent within a position are not considered in making a classification decision. Examples of factors that are not considered in the classification process include: performance, longevity, increased workload or volume of work, retention issues, financial needs, or unusual qualifications not required to perform the job duties. More of the same type or level of duties does not constitute a reclassification to a higher level. A position will not be reclassified for the following reasons: to increase an employee's salary, to reward an employee's performance, to recognize an increase in assigned work in the current classification, to recognize a temporary assignment of higher-level duties.
In general, HRD will not reclassify employees' positions into supervisory roles/classifications from non-supervisory roles/classifications as these positions should be posted and a competitive selection process should be completed.
When an employee's position is reclassified retroactively into a classification with a different Fair Labor Standards Act (FLSA) status, the change in FLSA status shall be prospective only even though the change in classification and resulting pay may be applied retroactively. An employee whose position is reclassified from an FLSA exempt classification to an FLSA non-exempt classification will be paid overtime pay prospectively and must be paid for any accrued but unused executive when the change in FLSA status is implemented.