NEWSLETTER - FALL 2006
Personnel Commission
June 04, 2007
The time of year is rapidly approaching to consider the subject of reclassification and to review the Personnel Commission rules relating to it. Please refer to Section 3.3 of the Personnel Commission Classified Employees Handbook for complete information.
What Is It?
Reclassification is defined as the removal of a position or positions from one class and placement into another as a result of “the gradual accretion or growth of duties.” (3.3.1.4)
Who Can Request Reclassification?
“Requests for the reclassification study of a position may be initiated by an employee, the District Administration, or a recognized employee organization.” (3.3.1.5)
Additionally, employees who have received a reclassification are ineligible for a new reclassification until at least two (2) years after the date of the previous reclassification. (3.3.5.1.3)
When Can Reclassification Requests Be Made?
The window period designated for the submission of reclassification requests is January 15 to February 15 of each year. (3.3.1.1)
How Does the Process Work?
During the window period, the requesting employee(s) are given Commission approved position questionnaires to complete. The information provided in the questionnaires “shall include a listing of duties and a statement indicating the reasons the employee feels a reclassification is justified.” (3.3.1.5) These forms must be received by the Personnel Commission no later than the February 15 deadline.
Each request is then analyzed by an outside consultant with specialized knowledge in the area of classification. Upon completion of a comprehensive study, the reclassification consultant submits a written report of recommendations to the Commission.
Notification of reclassification recommendations are given to employees, their exclusive representatives, supervisors, and District Administration before the classification proposal is adopted.( 3.3.3)
What is “Gradual Accretion?”
Determination of gradual accretion is based on an analysis of data considering the following guideline factors:
Nature and scope of each identified change in duties and responsibilities.
The date(s) the employee began performing the newly acquired duties and responsibilities.
The conditions which led to the association of the added duties and responsibilities with the position(s).
Evidence of the employee’s performance of the added duties and responsibilities. (3.3.6)
TRANSFER REQUESTS
An employee seeking a transfer of assignment within classification for whatever reason (for example, change of worksite, hours, or schedule) is allowed to request such a transfer under Section 11.1 of the Personnel Commission Rules and Regulations. The employee needs to come to the Personnel Commission office and complete a Transfer Request form, so that when openings arise that fit the employee’s requested assignment, that person’s name can be included together with the list of other eligible candidates sent to the requesting administrator. This does not guarantee selection, only the right to interview for the position. Transfer Requests are kept on file for six (6) months and must then be renewed. The employee must also have attained permanency (passed probation).
HOW TO FIND OUT ABOUT CURRENT RECRUITMENTS:
Look for Job Announcement Postings at School Site or Department Bulletin Boards.
Submit Employment Interest Card to Personnel Commission to receive notification when recruitments are opened.
Check Current Job Postings on District Website: www.tusd.org
Check Job Announcements on Microsoft Outlook (District Employees with computer workstations).
Stop by Personnel Commission Office.
Call the 24-Hour Job Hotline: (310) 972-6344
