Note: If the new duties you perform are temporary, then you should be filing for out-of-title work, especially if you've been assigned work that is normally done by someone in a higher classification. Please see Article 19

1. Make a list of the job duties you perform, listing them from the most important to the least important and concentrating on the complexity of your position. Assess what percent of your time is spent performing the particular duties.

   Some questions to ponder as you prepare:
   Does your Form 30 accurately reflect the job duties you perform?
   How much autonomy do you have in performing your job?
   Who supervises you or reviews your work?
   How many people do you directly supervise?
   Do you participate in planning or policy setting as part of your job?
   Do you work closely with other people or independently?
   Do you make decisions all day without supervisor consent?
   Are responsible for certain things from beginning to end?
   What are your IT responsibilities?
   

2. Select an authorized job title that you'd like to appeal to.

3. At this point, you'll need to fill out the appeal form. Send it to the Human Resources Department. Please send a copy to the Reclassification Officer at the USA Office.

4. Once your appeal is received, a classification analyst will call to schedule an interview. The interview will last approximately one hour. It is an interview about your job and the duties you perform. The interviewer does not sit at your desk and watch you work; but will ask questions about your job. It is possible to have the reclassification officer, steward or supervisor accompany you to the interview.

5. You will receive a list of questions from the classification analyst that will help you to prepare yourself for the interview. You will also be asked to think about your job duties in percentages and to describe your job in one sentence.

6. After the interview, an interview guide will be sent to you. This is an abbreviated written summary of what was discussed during the interview. You will be sent a copy to review and sign.

   You should review the guide very carefully when you receive it. Important details can be omitted. If you disagree with what was written, make your comments on the guide (feel free to write comments on the guide itself). Sign it after you are finished, keep a copy for your records and return the original to classification analyst.

7. After a review is completed, you will receive a copy of a Non-Management Audit Form from Human Resources. This is a form which indicates whether the University supports your appeal. There is a justification written on it explaining how the University came to the conclusion about whether the position is properly or improperly classified.

8. If you win your appeal, you should be aware that it is treated as a promotion and is subject to our most recent contractual agreement ( Article 14, Section 3B), which reads as follows.

   Whenever an employee receives a promotion, as defined in Article 17, except an employee who has accepted a demotion as the result of a layoff, the employee's new salary rate shall be calculated as follows:

   • Determine the employee's salary rate at his/her current job group.
   • Find the next higher step within the employee's current job group, or for employees at the maximum rate within their current job group, multiply the employee's current rate by one and four one-hundredths (1.04).
   • Compare the resultant sum to the rates for the higher job group into which the employee is promoted. The employee's salary rate shall be the first rate in the higher job group that at least equals the resultant sum. The date of promotion shall become the anniversary date for such employees.

9. Once your allocation is approved, your department will initiate the paperwork and you should receive the pay increase. Any retroactive pay goes back to the Sunday preceding receipt of the appeal form in the Human Resources Office. If the University states that funds are insufficient for back pay, you should contact your union steward immediately. In such cases, USA usually demands to look at the "books" to verify that back pay cannot be made. This rarely happens.

10. If your appeal has been denied and you are eligible you may request a paper review from HRD (Human Resources Division) and may request a hearing with the Civil Service Commission if your appeal is denied by HRD.

1. You must carefully prepare your case. It is important to express the scope of responsibility of your job. This means stressing the amount of autonomy/authority you have in your job, as well as any supervisory components. Volume of work is not compensable by classification - just the type and complexity of work you do.

2. Your supervisor will be asked for an organizational chart, a current Form 30, and a letter stating whether or not they support the reclassification and why. This is your supervisor's only part in this.

3. The Form 30 is a management tool. The interviewer will require your current Form 30 from management but will collect additional information about your job directly from you during the interview. It is NOT necessary for you to type up a new Form 30 or job description.

4. Good organization is extremely important when preparing your case. It is a good idea to write down your job duties and how you perform them. Leaving them to memory may result in leaving out important information.