RECLASSIFICATION POLICY -REDLINED (HR2478) 10-10-2018.PDF

Maricopa County Internal Policy Number: B7003
Policy Title: Market Range Title Issue Date: 12/2010
Review and Adjustment
Policy Category: Employee Initiating Department: Revision Date: n/a
Compensation Management and Budget
Reviewed by: Brian Hushek Approved by: Don Stapley Revision: n/a
MARICOPA COUNTY INTERNAL POLICY
Policy Title: Policy Number: HR2478
RECLASSIFICATION
Current Adoption Date: 10-10-2018
Current Implementation Date: 10-10-2018
Approved by: Board Agenda Number: C-31-19-005-6-00
BOARD OF SUPERVISORS
Original Adoption Date: 10-10-2018
I. PURPOSEPurpose
The purpose of this policy is to provide a procedure mechanism under which a review of a position’s
assignment may be reclassified to another Market Range Title may be requested pursuant to the Maricopa
County Employee Compensation Plan.
II. AUTHORITYAuthority and Responsibilities
This Policy is authorized by the Board of Supervisors pursuant to A.R.S.§11-251Employee Compensation is
responsible for administering this policy. Departments are required to follow this policy and to direct any
questions to Employee Compensation.
III. APPLICATIONApplicability
This policy applies to all positions Maricopa County elected offices and appointed departments as well as the
Flood Control District of Maricopa County, the Maricopa County Library District, and the Maricopa County Stadium
District (Special Districts)This policy applies to all Maricopa County elected offices and appointed departments as
well as Special Districts that follow Maricopa County’s compensation plan, policies, and procedures. Any full and
part-time classified, unclassified, contract, and temporary position may be eligible for an MRT review. This
policy does not apply to constitutionally or statutorily created positions (elected officials). Volunteers and
independent contractors are not County employees and are not subject to this policy.
IV. DEFINITIONSDefinitions
A. Appointing Authority: An elected official, the single administrative or executive head of a department, or the
designated representative authorized to act in this capacity.
B. Appointment: Assignment of an employee into an unclassified position.
C. Classified: Positions and/or employees covered by one of the established sets of Merit System Rules.
Excluded are those positions and/or employees identified as temporary, contract, or unclassified.
D.

Maricopa County Internal Policy Number:
B7003
Policy Title: Market Range Issue
Title Review and Date:
Policy Category: Employee Compensation Initiating Revision
Department: Date: n/a
Policy Title: Policy Number: HR2478
RECLASSIFICATION
Current Adoption Date: 10-10-2018
E. Demotion: A change in the assignment of a classified employee to a lower base pay rate.
F.
G.B. Market Range Title (MRT): A title assigned to a group of similar positions in terms of
nature,performing similar or related duties and scope, level or responsibilities. Human
ResourcesEmployee Compensation establishes and maintains Market Range Titles.
Market Range Title (MRT) Adjustment: The assignment of a position to another MRT that is at an
equivalent level, lower level, or higher level market range title than currently assigned which may or may not
result in a base pay rate increase for the incumbent.
Market Range Title (MRT) Review: An analysis undertaken by Employee Compensation to determine the correct
MRT for a specific position.
Promotion: The movement of an employee to a classified position with a different position control number at
a higher base pay rate through a recruitment process that complies with the applicable Merit System Rules.
Special Work Assignment (SWA): An employee’s temporary assignment to perform the duties of another
position assigned to a higher level market range title that is vacant or when the functions of a position are not
being performed due to the temporary absence of the incumbent; or an employee’s assignment to a major
project or higher level responsibilities for a defined time period.
C. Reclassification: The assignment of a position to another Market Range Title.
H. Unclassified Position: A position and/or employee not covered by any set of Merit System Rules.
V. POLICYGeneral Provisions
A. MRT Reclassificationreview requests may be initiated by either the department Appointing Authorityies or the
Employee CompensationHuman and require the approval of the Office of Management and Budget’s (OMB)
Employee Compensation and Budget divisions. No change to a position’s assignment to an MRT will be made
until approved by OMB’s Employee Compensation and Budget divisions.Resources Department.
B.
C.A. An Appointing Authority may request a review of a position’s assignment to an MRT (1) at any point
during the year as long as the position has not been reviewed by Employee Compensation within the past 12
months, or (2) during a market study in which the position is included. RRequests for MRT reviews submitted
by non-appointing authorities will not be considered.
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Maricopa County Internal Policy Number:
B7003
Policy Title: Market Range Issue
Title Review and Date:
Policy Category: Employee Compensation Initiating Revision
Department: Date: n/a
Policy Title: Policy Number: HR2478
RECLASSIFICATION
Current Adoption Date: 10-10-2018
D. Requests to review a position’s assignment to an MRT are analyzed on an individual basis by Employee
Compensation who shall review each request for accuracy and legitimacy. Employee Compensation will
conduct a thorough job analysis which may include, but is not limited to, job observation, work diaries, and
interviews with the employee, co-workers, supervisor(s), and/or manager(s).
F.B. A If Employee Compensation determines that a pposition that belongss in a differentn MRT other than the
one to which it is currently assigned, the position will be assigned to the appropriate oneMRT through (1) an
reclassificationMRT Adjustment or (2) the creation of a new position.
C. Reclassifications:
1. A reclassification may be warranted when:
a) The County’s MRTs are modified and the position belongs in another MRT; or
b) Significant changes in a position’s duties occur over time.
2. Requests resulting from the following will generally not be considered for a reclassification:
a) Changes in duties that are within the same scope of responsibility (e.g., a larger workload).
b) Modifications to duties that are temporary in nature.
c) Assignment of significantly different duties that are not the result of changes over time (e.g., the
immediate addition of duties that should be handled through a selection process).
d) Assignment of duties for which the employee is receiving a Special Work Assignment.
e) Movement from a Fair Labor Standards Act non-exempt position to an exempt position.
f) Movement from a non-supervisory position to a supervisory position.
g) Movement to MRTs where the incumbents do not meet the minimum qualifications.
3. Reclassifications should not be used as a mechanism to increase employees’ pay; rather, they should be
used to ensure positions are assigned to the appropriate MRTs based on duties. Reclassifications are
not demotions or promotions nor are they used as a disciplinary action or incentive. Reclassifications do
not warrant a new probationary period.
Effective Date: The first day of the next pay period following approval.Requests resulting from the following
will generally not be considered for an MRT Adjustment:
Change in assignment of job duties that are within the same scope of responsibility. A larger workload
or additional work does not necessarily warrant an MRT Adjustment.
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Maricopa County Internal Policy Number:
B7003
Policy Title: Market Range Issue
Title Review and Date:
Policy Category: Employee Compensation Initiating Revision
Department: Date: n/a
Policy Title: Policy Number: HR2478
RECLASSIFICATION
Current Adoption Date: 10-10-2018
Modifications to job duties that are anticipated or that are expected to be temporary in nature.
Assignment of significantly different job duties that are not the result of changes over time, rather the
immediate addition of job duties that should be handled as a Promotion.
Change in assignment of job duties that would result in a Reduction in Force.
Permanent assignment of job duties for which the employee was receiving an SWA.
Movement from a Fair Labor Standards Act non-exempt position to an exempt position.
Movement from a non-supervisory position to a supervisory position.
Movement from an unclassified status to a classified status.
Movement to an MRT in which the incumbent does not meet the minimum qualifications.
A position’s MRT Adjustment shall not be considered a Demotion or Promotion nor shall it be used as a
disciplinary action, incentive, or as a substitute for any such action(s).
Unless otherwise specified, the effective date of an MRT Adjustment is the first day of the next pay period
following approval by OMB.
D. Creation of New Positions:
1. An immediate addition of significantly different duties to an existing position may warrant the creation of
a new position, resulting in a reassignment of duties through a selection process.The assignment of
significantly different job duties are not the result of changes over time, rather the immediate addition
of job duties that should be handled as a Promotion.Changes to the position require movement from
a non-supervisory position to a supervisory position or from a supervisory position to a non-
supervisory position.
2. A nRequests resulting in the creation of a new position will generally not be considered when staffing
levels do not support the creation of the new position or the department cannot fund the position on
an annual basis within its existing budget.The creation of a new position must follow the County’s
position management process and will be prospective; no resulting promotion, appointment, or lateral
moves will be retroactive. A recruitment or appointment resulting from a new position must comply with
the County’s recruitment and selection policies and procedures.
E. Human Resources will review each request for accuracy and compliance with County MRTs.
G.F. Requests approved as an MRT Adjustment where an increase to the incumbent’s base pay rate is
warranted, must be fully funded on an annual basis within the department’s existing budget and follow the
County’s Salary Advancement Policy. (See B7002 Salary Advancement Policy.) A Salary Advancement Form
should not be completed prior to receipt of Employee Compensation’s decision regarding the MRT review.
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Maricopa County Internal Policy Number:
B7003
Policy Title: Market Range Issue
Title Review and Date:
Policy Category: Employee Compensation Initiating Revision
Department: Date: n/a
Policy Title: Policy Number: HR2478
RECLASSIFICATION
Current Adoption Date: 10-10-2018
The incumbent’s base pay rate will be determined using the County’s Placement in Range Policy while
considering internal equity within the department and across the County. (See B7009 Placement in Range
Policy.) No employee shall receive a base pay rate increase until the MRT Adjustment has been approved by
OMB’s Employee Compensation and Budget divisions. An MRT Adjustment will not automatically result in a
base pay rate change.The County Manager or designee may approve exceptions to this policy that are
consistent with the intent of the policy.
H. Departments are encouraged to listen, discuss, and evaluate the validity of an employee’s concerns
expressed about his/her position’s assignment to an MRT. When the department concurs with the
employee’s concerns and the position has not been evaluated within the past 12 months, the department
may follow the steps outlined below to request that Employee Compensation evaluate the appropriateness
of the position’s assignment to its current MRT.
I.
VI. Review and Adjustment not Resulting from a Market Study
A. Appointing Authorities that have not requested a review of a position’s assignment to an MRT within the past
12 months may request one by submitting the following to Employee Compensation:
1. Market Range Title Review and Adjustment Form.
2. Position’s original job description.
3. Revised job description that indicates the position’s current duties.
4. Former and current organizational chart.
5. Performance management plan and/or evaluation which accurately reflects the current responsibilities
and expectations of the incumbent/position.
6. Position Description Questionnaire (PDQ) completed by the supervisor.
7. Position Description Questionnaire (PDQ) completed by the employee.
B. Employee Compensation will issue a decision in writing to the department Appointing Authority.
VII. Review and Adjustment Resulting from a Market Study
A. During a market study, Appointing Authorities may request via an email or memo an additional review of a
position’s assignment to an MRT after they receive Employee Compensation’s initial report detailing a position’s
assignment to an MRT. The request must be within the timeline established by Employee Compensation and
detail the reason for the request, the specific concerns with the position’s assignment to an MRT, and any other
pertinent information.
B. Employee Compensation will issue a decision in writing to the department Appointing Authority.
VIII. MRT Adjustment
A. An MRT Adjustment may be warranted (1) when the County’s compensation structure is modified or (2) when
a significant change in a position’s job duties and responsibilities occurs over time.
B.
C. The change in assigned job duties may be the result of changes in work procedures, technological advances,
work requirements, organizational changes, shift in strategic goals, and/or legislative changes.
D.
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Maricopa County Internal Policy Number:
B7003
Policy Title: Market Range Issue
Title Review and Date:
Policy Category: Employee Compensation Initiating Revision
Department: Date: n/a
Policy Title: Policy Number: HR2478
RECLASSIFICATION
Current Adoption Date: 10-10-2018
E. Requests resulting from the following will generally not be considered for an MRT Adjustment:
1. Change in assignment of job duties that are within the same scope of responsibility. A larger workload
or additional work does not necessarily warrant an MRT Adjustment.
2. Modifications to job duties that are anticipated or that are expected to be temporary in nature.
3. Assignment of significantly different job duties that are not the result of changes over time, rather the
immediate addition of job duties that should be handled as a Promotion.
4. Change in assignment of job duties that would result in a Reduction in Force.
5. Permanent assignment of job duties for which the employee was receiving an SWA.
6. Movement from a Fair Labor Standards Act non-exempt position to an exempt position.
7. Movement from a non-supervisory position to a supervisory position.
8. Movement from an unclassified status to a classified status.
9. Movement to an MRT in which the incumbent does not meet the minimum qualifications.
F. A position’s MRT Adjustment shall not be considered a Demotion or Promotion nor shall it be used as a
disciplinary action, incentive, or as a substitute for any such action(s).
G. Unless otherwise specified, the effective date of an MRT Adjustment is the first day of the next pay period
following approval by OMB.
IX. Creation of a New Position
A. The creation of a new position may be warranted when:
1. The assignment of significantly different job duties are not the result of changes over time, rather the
immediate addition of job duties that should be handled as a Promotion.
2. Changes to the position require movement from a non-supervisory position to a supervisory position or
from a supervisory position to a non-supervisory position.
B. Requests resulting in the creation of a new position will generally not be considered when staffing levels do not
support the creation of the new position or the department cannot fund the position on an annual basis within
its existing budget.
The creation of a new position must follow the County’s position management process and will be
prospective; no resulting promotion, appointment, or lateral moves will be retroactive. A recruitment or
appointment resulting from a new position must comply with the County’s recruitment and selection policies
and procedures.
Revision History
Version Revision Date Description of Revision
1 10-10-2018 Initial version; Replaces the Market Range Title Review and Adjustment Policy
(B7003) (C-31-19-005-6-00)
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