Library Reclassification Principles, UCB Library

On June 27, 2002, the Library Cabinet accepted the report of the Task Force on Reclass Policy and Procedures, which was chaired by Elise Woods and Lee Leighton. In part, The Task Force recommended:

• The Associate University Librarians and Directors should be actively involved in assigning new duties to staff, in consultation with their managers and supervisors, to ensure that reclasses will be triggered for job-related changes that are linked to the Library's highest priorities;
• The AULs and Directors should proactively review, plan, and schedule reclassification requests in their units in consultation with their managers and supervisors;
• Cabinet should inform the library staff of the budget process and principles they will use to allocate the approximately $150,000 available for reclassification requests, equity adjustments, and stipends across the Library each year.

Cabinet began discussing principles for implementing the new reclassification guidelines at its meeting on Thursday, July 18, after the all-staff Early Bird. Cabinet members discussed the comments from the library staff at the Early Bird and adopted the following principles:

1. Library positions will be aligned with library priorities as determined by Cabinet. Cabinet will now review proposed changes to job descriptions and proposed organizational changes as needed in light of Library priorities and budgetary constraints. Approval for changes in job descriptions and organizational changes that result in reclassifications will be given only for those proposals that are aligned with the Library's highest priorities.
2. All candidates for reclassification will receive equal and fair treatment. Reclassification is a process by which new duties are assigned to job descriptions in accordance with library priorities. The assignment of new duties is not a performance evaluation nor is it a merit increase, which are different processes. The assignment of new duties may be at a higher level triggering a reclassification request, or they may not be at a level requiring a reclassification. Cabinet will review job changes that DO trigger reclasses, and approval for job changes that DO NOT trigger reclasses will be delegated to the AULs and Directors.
3. There will be open and fair procedures for reclassifications. In most cases, Cabinet prefers that vacant positions be posted for recruitment rather than reassigning or reclassifying a staff member into a vacant position. Proposals for job changes that trigger reclassifications will come to Cabinet several times a year through the AULs and Directors. In addition, staff members who feel their job is not classified correctly can submit reclassification requests through the normal procedures.

Cabinet and the Library Human Resources Department will develop permanent procedures for reclassifications in addition to procedures for a transition period. Generally speaking, managers and supervisors will propose changes to job descriptions in their units. If the AUL or Director in charge of the unit thinks the change may trigger a reclassification, Cabinet must approve the job changes. If the job changes are approved, the person assuming the new duties may submit a reclassification request after performing the new duties for at least a few months.

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