Library Reclassification Principles, UCB Library
Approved by Cabinet, August 1, 2002
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:
- 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
- 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.
- 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.
Copyright © 2002 The Regents of the University of California.
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