Reclassify an Existing SPA Position
Reclassification is the assignment of a position to a different classification. The new classification may be higher, lower, or at the same salary grade.
The new job description is reviewed and compared to the previous duties and responsibilities, Office of State Personnel Class Specifications, and established positions on campus. Interviews with the supervisor and/or incumbent are often scheduled to gain a better understanding of organizational needs. Our Interview Preparation Guide provides an outline of what to expect during this process.
SPA (Subject to the State Personnel Act) Employees are covered under this policy.
Reclassification to a Higher Salary Grade
Reclassifications to a higher salary grade and title are the result of relevant changes in the duties/responsibilities of a position. These changes may be a result of changes in the organizational structure, redesign of the position, or additional knowledge and skills gained by an incumbent that affect the classification level. Salaries at the minimum rate of the lower salary range shall be increased to at least the minimum rate of the higher salary grade, or by a minimum of 5%, whichever is greater. If funds are available, and the employee has at least a satisfactory performance rating, additional salary increases may be given in accordance with the policy for new appointments, or by up to 5% for each grade increased if within the same classification series or occupational group. Salary increases should be determined by considering the employee's related training and experience, the magnitude of the change in responsibilities, work unit equity, and prior salary increases.
Reclassification to a Lower Salary Grade
Reclassification to a lower salary grade and title may occur as a result of changes in the organizational structure, redesign of the position, or when a skilled incumbent vacates a position and the department wishes to recruit at a lower level, or when performance issues exist at the current classification level. When a position is assigned to a lower grade, the employee's salary may remain the same if it is within the lower range, or it may be reduced. Any salary reduction should be based on factors such as diminished job content, performance, and salary equity within the work unit.
If the salary is above the maximum of the lower salary range, it may remain unchanged and the employee will only be eligible for increases authorized by the legislature for employees above the maximum of their salary grade.
Reclassification to the Same Salary Grade
When a position is reclassified to a different title but remains at the same salary grade, the employee's salary is unchanged.
Effective Date
Salary adjustments may be given on the effective date of the related reclassification. If the desired amount of increase is not given on the effective date of the reallocation because of equity considerations or lack of funds, an additional increase (up to the full allowable amount), may be given at a later date on a current basis. A subsequent promotion, reallocation, demotion or reassignment will cancel this delayed increase. The HR System action should reflect a notation with the amount of increase being reserved.
Guiding Policies and Other Resources
Human Resources Guiding Policy Disclaimer
Additional NC State Resources
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Class Specifications - Office of State Personnel Class Specifications provide general guidelines of the duties, knowledge and skills, and minimum requirements for graded SPA classifications
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Organizational Charts - Provides an explanation of what an organizational chart is, and the information that should be provided with this document
- Position Action Workflow Chart (pdf) - Provides the workflow process of a position action request from initiation by the department to the action in the HR System
- Job Description Forms - List of job descriptions forms and templates to be used to document the job duties of a position
Questions?
Contact Classification, 919-515-7175
