New Position & Reclassification Job Audits
The Job Audit is the broad term used for the process that HRM Compensation uses to determine the appropriate pay and title for new Classified positions; to “reclassify” existing Classified positions (when the nature of the position has changed significantly); and to establish the appropriate title for new A & P positions. Reclassification is a part of that process referring to the audit of existing “classified” positions and the implementation of changes recommended as a result of that audit. You may also reference the Job Audit Flowchart 
to visualize the process.
Role of the Department in the Job Audit of a New A & P or Classified Position
- Access and complete all sections of the Position Description Form for either Classified
or A & P Staff - Obtain required approvals
- Submit to Compensation
- Compensation issues the "Position Allocation Notice" (PAN - Sample Attached ) to the department, assigning new title, job class code and pay grade if applicable
- Department proceeds with Employment process:
- Establish a New Position by completing the New Position Request Form and submitting to the Budget Office
- Complete requisition by accessing the
www.utdallasjobs.com/hr
website, and establish a search plan for A & P positions . - Budget Office assigns position number, approves requisition, and department proceeds with posting the position via
www.utdallasjobs.com/hr website
- See New Hire Process Flowcharts for details of hiring Classified or A & P Staff
Role of the Department in the Job Audit and Re-"Classification" of an Existing Classified Position
Job Audit:
- Access and complete all sections of the Position Description Form for Classified Staff
- Obtain required approvals
- Submit to Compensation for review and analysis
Reclassification:
- If reclassification is recommended, Compensation issues “Position Allocation Notice “ (PAN sample ) to department, assigning a new title, job class code and pay grade for the recommended reclassification
- Department proceeds with Establishing a New Position (since the position is Reclassified, it is a new position for Budget purposes):
- Department consults Budget/HR Guidelines to determine a proposed salary for reclassified position:
- Department completes “Personnel Action Form” (PAF) including required approvals, to change the employees’ position number, title and salary as applicable
- When approved, department manager communicates information to employee(s)
- Submits PAF to HRM Data Management by middle of the month to be effective during the current month
- There are no retroactive reclassification or other salary actions
Role of Compensation in a Job Audit for Classification of a New Position or Reclassification of an Existing Position
- Upon receipt of the Position Description, HRM Compensation performs a Job Audit:
- Reviews Position Description and may contact the department with questions about the position, or if needed, set up an onsite Desk Audit of Position – this may include interviews with Department Manager and the Employee if reclassification
- Analyzes the changes in the position and their impact on the pay grade and salary
- Consults Compensation information on similar positions from internal sources, other universities and published salary survey sources
- Determines and communicates recommendation for Title, Pay Grade and FLSA status via the “Position Allocation Notice” (PAN)
Contact Us
Click on the above link to view a list of Compensation staff that can assist you.
Last Updated: November 9, 2007
