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(Approved by USM BOR on April 21, 2017; UMGC President on July 1, 2017)

1. Purpose and Applicability

   This policy establishes the authority of the University of Maryland Global Campus UMGC) President or designee to define the conditions under which a Position Classification Review will be conducted for Nonexempt Staff employees on Regular Status. Nonexempt Staff employees who are included in the representation of the collective bargaining unit are subject to the Memorandum of Understanding (MOU) and applicable UMGC HR Policies; where there is a conflict between the two, the MOU will prevail.

2. Definition

   Position Classification Review: The review of a position description by the Chief Human Resources Officer (CHRO) or designee to determine whether the position is assigned to the appropriate Job Group and/or Job Class Specification.

3. Position Classification Review Requests

   1. The President or designee shall be responsible for developing and communicating procedures, forms, and timetables for the acceptance, review, and determination of Position Classification Review requests. The CHRO or designee shall be responsible for reviewing the position and determining whether the position is appropriately allocated to its current Job Group (Nonexempt or Exempt) and/or Job Class or should be changed to another Job Group and/or Job Class.

   2. A request for a Position Classification Review may be initiated by the CHRO or designee, the appropriate supervisor or manager to whom the position reports, or by the incumbent with acknowledgement by the employee's supervisor or manager. Acknowledgment of a Position Classification Review does not constitute a requirement for reclassification.

   3. A Position Classification Review of a position may result in:

      1. raising the position to a higher Job Class or Job Group;

      2. reducing the position to a lower Job Class or Job Group; or

      3. changing the position to another Job Class or Job Group in the same Pay Range.

   4. Position Classification actions are based on:

      1. significant and substantial changes that evolve in the position's primary duties;

      2. structured changes occurring in the position's duties and responsibilities, unforeseen at the time when the employee accepted the position and are crucial to the mission and/or organizational effectiveness and efficiency of UMGC; or

      3. the result of Job Evaluation changes in the UMGC Nonexempt Pay Program.

   5. A position may or may not have an incumbent at the time of a job reclassification.

   6. The Office of Human Resources shall act upon all Position Classification reviews in a timely manner. The effective date of all decisions made after the reviews shall be the date that the Office of Human Resources makes its final decision.

Implementation Procedures

The UMGC President has designated the Chief Human Resources Officer (CHRO) to administer this policy; to develop procedures as necessary to implement this policy; to communicate this policy to the ÐÒ¸£±¦µ¼º½ community; and to post the policy and any applicable procedures on the UMGC website.

Replacement for:

• USM BOR VII-9.70: Policy on Requesting a Position Classification Review for Nonexempt Staff Positions

See all Human Resources Policies and Procedures