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Published byLydia Fisher Modified over 9 years ago
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Appeals Process
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The results of the PSRP Classification & Compensation study impact all PSRP employees. If you feel that your position has been classified incorrectly, you have the right to appeal that decision.
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Appeals Timeline Appeals Process What can be appealed? What is considered in an appeal? What are possible outcomes?
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Week of February 23 Classification letters sent to PSRP employees Appeals process and forms posted online March 2 – March 27 Employees complete Classification Appeal Forms and upload via web form March 2 – April 3 Supervisors review and comment March 9 – May 22 Review by HR and Fox Lawson & Associates On or before June 1 Final decisions are communicated to the employee and supervisor
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1.Employee completes the electronic Classification Appeal Form and uploads Form and PDQs Employee is sent an acknowledgement e-mail message after successful upload 2.The appeal routes to the supervisor for review 3.HR reviews appeal Appeals will either be forwarded to Fox Lawson for review, or Appeals are sent back to employees for additional information. Appeals will generally be reviewed in the order they were received, but HR may choose to group similar positions where practical. 4.Fox Lawson reviews and determines final classification 5.HR and Fox Lawson communicate final decision in writing to employee and supervisor
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Instructions to complete the Classification Appeal Form Before starting the Appeal Form: Review all topics in this presentation If your job has changed since you completed a PDQ in 2014, complete a new/updated PDQ Complete Appeal Form located at http://madisoncollege.edu/in/psrp-classifications Follow the online directions to upload the Appeal Form and PDQs Once you click “Submit”, the Appeal is routed to your supervisor
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Classification Series (ex. “Student Support”) When you perform a different type of work than is described in the classification’s Key Distinguishing Characteristics Classification (ex. B23 “Student Support Coordinator”) When you perform a different level of work within a classification series
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Essential Job Functions (as defined in the Americans with Disabilities Act) : The fundamental job duties of the position that must be performed with or without reasonable accommodations. The term “essential functions” does not include the marginal functions of the position. A job function may be considered essential for any of several reasons, including, but not limited to, the following: The function may be essential because the reason exists is to perform that function The function may be essential because of the limited number of employees available among whom the performance of that job function can be distributed; and/or The function may be highly specialized so that the employee in the position is hired for his/her expertise or ability to perform the particular function.
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Work currently assigned to the position Decision-making responsibility Job content Coordination or leadership responsibilities Qualifications required to perform the work
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The following are not considered: Responsibilities that may occur in the future Qualifications an employee has (when they are not required to perform the work for the position) Employee performance Volume of work Pay rate Tools used in performing the job Job processes Technology used in performing the job
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Common issues inappropriately addressed through an appeal: The title does not describe your work All the position tasks are not included in the classification description Minimum qualifications do not match the position requirements The knowledge and skills do not include the systems or applications related to the position Back up responsibilities (when you cover for a supervisor or colleague in a higher classification)
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HR and Fox Lawson communicate all final decisions in writing to the employee and supervisor Classification Series Classification Title DBM Classification Grade The final classification may result in a pay rate change Only if your pay rate is below the range for a new classification Pay adjustments are retroactive to March 8, 2015 The final classification may result in a title change Employment terms will change as of July 1, 2015 for employees in positions assigned to Band C Salaried, not eligible for overtime pay Minimum 3 weeks annual vacation leave
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Send questions to: Classification@madisoncollege.edu
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