222 Requesting a Job Evaluation Review

222.1 Background Information

222.11 Conditions

Employees or managers must initiate a RFR if they believe that:

1. A major aspect of a job’s duties and responsibilities has changed; or
2. A major duty has been added that was not considered in the initial job evaluation review.

222.12 Employee-Management Differences

The job evaluation review process is not to be used to resolve disputes between managers and employees over job requirements. A review may be requested if management concurs with an employee that the work performed is not incorporated into the existing job description or job requirements.

222.13 Change in FLSA-Exempt Status

Employees or managers must initiate an RFR if there is reason to believe that a position previously classified as FLSA-exempt no longer qualifies for that status. The request for review is sent to the area Human Resources manager and the Law Department. An FLSA-exempt status may change for any of the following reasons:

1. The work performed by the employee is not consistent with the work requirements set out in the job description.
2. Management determines that the job description’s work requirements no longer fulfill operational requirements and wants the employee to perform other work.
3. The position is executive exempt (manager or supervisor) and the manager or supervisor does not supervise two or more career or noncareer employees who collectively work 80 or more hours per week regularly. The 80 or more hours per week includes actual work hours, not other paid hours.

222.2 Documentation Requirements

222.21 Preparing a Request for Review

The incumbent or manager prepares a narrative RFR stating the differences between the content of the employee’s assigned position and the actual duties and responsibilities of the position.

222.22 Action at Management Review Levels

Reviewing managers will:

1. Ensure that each RFR is accurate and properly stated.
2. Determine whether the job description assigned to the employee is consistent with the actual duties and responsibilities of the position.
3. Provide a written evaluation that either supports or refutes the RFR. An RFR that does not include a recommendation — either positive or negative — may be returned.
4. Forward the RFR through normal management channels to:
1. The appropriate district office; or
2. For area or Headquarters jobs, Compensation.

222.3 Action by Districts

District Human Resources managers analyze the RFR and take one of the following courses of action:

1. Deny the request and prepare a memorandum stating the reasons.
2. Forward the request, with comments and a summary of the analysis, to the area Human Resources manager for review.

222.4 Action by Areas

Area Human Resources managers analyze the RFR and take one of the following courses of action:

1. Deny the request and prepare a memorandum stating the reasons.
2. Forward the request, with comments and a summary of the analysis, to Compensation for review.

222.5 Action by Compensation

For a position that may need nationwide review and for any area or Headquarters position, Compensation analyzes the RFR and takes one of the following courses of action:

1. Denies the request and prepares a memorandum stating the reasons.
2. Approves the request and takes one of the following courses of action:
1. Revises an existing job description to include the duties and responsibilities resulting from the analysis and makes any necessary changes to the qualification standards.
2. Develops a new job description that reflects the duties and responsibilities resulting from the analysis and makes any necessary changes to the qualification standards.
3. Sends an approval memorandum to the initiating employee or manager.