| General Information: | Used to change an employee's classification. A reclassified position may involve a level of duties and/or salary that are higher, lower or equivalent and normally involves a formal job review, desk audit or may be the result of the implementation of new class standards. The distinction between a reclassification and a promotion (PRO/PRO) is there is no recruitment activity for a reclassification. For Affirmative Action purposes, reclassifications, in-classification progressions and promotions are reported differently. The effective date is normally the first of a pay period. Refer to collective bargaining agreements to obtain specific temporary reclassification information. Temporary reclassifications should be processed via this action/reason. Complete Duration of Appointment and Appointment Expiration Date and in Employment History Remarks, enter "TEMP RECLASS". If a reclassification is to be extended, process a DTA/EXT and in Employment History Remarks enter "EXT RECLASS". The effective date should be the next calendar date following the date shown in Appointment Expiration Date. If the employee is to remain in the position and there was no recruitment, process another JRC/JCC, delete Duration of Appointment and Appointment Expiration Date and in Employment History Remarks, enter "PERM RECLASS". The effective date should be the date the final determination is made. If the employee originally held a temporary position, see below for instructions. If the employee is to remain in the position following a recruitment/selection process, refer to General Information under PRO/PRO for processing instructions. If the employee is to be returned to his/her former class, process a reassignment POS/ETR or XFR/RTA. The following is in reference to employees holding a temporary appointment who receive a temporary reclassification. The duration of a temporary reclass may not exceed the duration of the original temporary appointment. When the temporary reclass expires but is then extended, process the extension by posting a DTA/EXT which must remain within the duration of the original temporary appointment. If an employee is to remain in the appointment beyond the expiration date of the original temporary appointment, process as a temporary appointment via DTA/APT, not as an extended appointment via the DTA/EXT. When the temporary reclass has expired and the employee is to return to his/her former position and The original temporary appointment has not expired, process a reassignment POS/ETR, or XFR/RTA. The original temporary appointment has expired, process as a new temporary appointment via DTA/APT to the original position. If the temporary reclass is to become permanent, process a probationary/permanent appointment via DTA/APR. When an employee is on the 8/12, 10/12 or 11/12 pay plan and is to receive a reclass, and is entitled to a settlement pay due to 8/12, 10/12 or 11/12 position, the campus must do the following: Reassign (XXX/XXX) the employee to the 12 month range (1) with the same effective date as the reclass including: Employment History Remarks = SETTLEMENT ONLY Change range code to 1 (12/12) Item 606/607 = Enter only if mid-month or dock in the pay period Item 810 = Proper amount due All other required data on the reassignment that is not automatically carried forward should be re-entered from the previous record. If a transfer of regular pay to settlement pay is necessary, submit the reassignment transaction with a F674 to CSU Audits. Process the reclass (JRC/JCC) Note: In some cases, the campus must process a DTA/APR or DTA/APT action/reason. Refer to business processes for JRC, PRO, POS and xxx actions regarding temporary employees. Class Code must change (see exception below) For MPP employees, Class Code and/or MPP Job Code must change (see exception below). Exception, when processing a permanent reclass following a temp assignment for the same Class Code and Range Code.
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