Policy Manual

Frequently Asked Questions: Position Reclassification and Salary Adjustments

Frequently Asked Questions: Position Reclassification and Salary Adjustments

This list of Frequently Asked Questions refers to Policy 304 in the Human Resources Policy Manual.

FAQ: Position Reclassifications and Compensation Changes

It is the responsibility of the supervisor to identify significant changes in job responsibility and to initiate a reclassification review. If you believe that the duties of your position have changed significantly, you should talk to your supervisor and ask that he/she request a review of your job classification. If you and your supervisor disagree regarding the need to review your position, you may contact Human Resources (215-898-7372), who may mediate between you and your supervisor to effect a resolution.
When a supervisor submits the revised Job Requisition in Workday for review, he/she should also attach a memo describing the ways in which the duties/responsibilities, scope, and impact of the position have changed and grown; a copy of the current job requisition (or Position Information Questionnaire [PIQ], if the employee entered his/her position prior to July 1, 2019); an organizational chart; and a current resume for the staff member. Individual Schools and Centers may require additional documentation.
Human Resources evaluates each University staff position based on the information provided in the Job Requisition.  The evaluation of the responsibilities of the position, and the work experience and educational background necessary in order to perform these duties successfully, results in the assignment of a job profile and a grade profile to the position. Individual salaries/hourly rates are determined by considering the staff member's education, experience, and skills as they directly relate to the position; pay equity within organizational units and the University, external market benchmarks, and the grade profile.
Reclassification of your position will not affect your eligibility. If, however, your merit increase for the coming fiscal year was already included in the compensation change associated with the reclassification of your position, this information will have been communicated to you by your supervisor or his/her designee. Regular full-time, part-time, phased retirement, or limited service University staff members who were employed by the University on or before the last day of February each year are usually eligible for a merit increase under the University's Merit Increase Program that year.