| IV. |
CLASSIFICATION
OF POSITIONS |
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A. |
Policy |
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It is
the policy of the Navajo Nation to establish and maintain a
classification plan which groups jobs based upon similar duties,
responsibilities, and qualification requirements. |
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B. |
Position
Classification Plan |
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1. |
Purpose |
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To establish and
classify positions by assigning official class titles, providing
descriptions of duties and responsibilities, determining qualification
requirements and setting pay rates based on duties and responsibilities. |
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2. |
Modifications |
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Department of
Personnel Management will modify the position classification plan
through establishing new classes, revising or abolishing existing
classes, setting new entry level rates, and other related criteria, as
necessary. |
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3. |
Coverage
and Exclusions |
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All positions,
regardless of the source of funding, are covered by the classification
plan except those designated as Political at-will and temporary (1200
accounts). |
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C. |
Classification
of New Positions |
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1. |
A position must be
officially classified before a supervisor can take any personnel action
with respect to employment, transfer, promotion, demotion or
salary. |
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2. |
The Department of
Personnel Management shall be responsible for evaluating and classifying
each position to the appropriate class. Consideration will be
given to the general duties, tasks, responsibilities, and qualification
requirements. |
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3. |
The approved class
title, as designated by Department of Personnel Management, shall be
utilized for all official records. |
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4. |
The Department of
Personnel Management shall be responsible for maintaining the official
class specifications and will provide each program a set of the relevant
class specifications. |
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D. |
Reclassification
of Existing Positions |
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A
position can be reclassified whenever a material and permanent change in
the duties and responsibilities of the position occurs. |
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1. |
Significant and
permanent changes in the duties and responsibilities of the position
must be reported to the Department of Personnel Management on the
appropriate form. |
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2. |
A position must be
officially reclassified before a supervisor can take any personnel
action with respect to employment, transfer, promotion, demotion or
salary. The Department of Personnel Management shall be
responsible for evaluating and reclassifying positions. |
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3. |
Reclassification
shall not be used as a means to resolve performance-related problems,
grievance issues, or to take the place of disciplinary actions. |
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4. |
An employee
occupying a reclassified position shall be entitled to continue to serve
in the reclassified position, if the employee meets the qualification
requirements. If the employee is a regular status employee, he/she
will retain that status. |
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E. |
Notice
of Classification or Reclassification Decisions |
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For each
position classified or reclassified, the Department of Personnel
Management will issue written notice of the decision to the Program
Manager. The decision will specify the class to which the
position has been allocated and the pay grade assigned. The
supervisor will be responsible for initiating the necessary paperwork to
reflect the decision. |
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F. |
Review
of Classification or Reclassification Decisions |
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The
supervisor may request a review of the classification decision by filing
a written appeal with the Human Resources Director. The review shall be
conducted by someone other than the person making the classification
decision. |
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G. |
Effective Date of
Classification or Reclassification Decisions |
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The
effective date of classification or reclassification decisions shall be
the beginning date of the pay period following the date of approval by the
Department of Personnel Management and shall not be retroactive. |