Hourly Position Review

The University of Maine System has a defined list of classified (hourly wage; nonexempt) jobs that belong to one of three bargaining units (COLT clerical, office, laboratory, and technical; Service and Maintenance; Police) or are non-union (confidential positions; university supervisors). Each job has a general job description that describes duties typical of the position, and that set of duties establishes the wage band for the job.

When a new employee is hired, a more specific job description is written to describe the set of duties and qualifications for that position. Employment Services analyzes the position-specific job description and determines which of the defined titles is appropriate. At any time either the employee or the supervisor believes the duties have changed significantly, s/he may request a position review to determine whether reclassification to another title is appropriate. The steps are as follows:

1. Print the Request for Position Review (RPR).  It is a form along with a five page questionnaire.  If you have difficulty printing the form, call Employment Services at 780-5629.  
2. Complete the RPR. The employee describes his/her duties and estimates the percent of total work time over the course of a year devoted to each major duty. The supervisor completes the last page.  Tips on completing the RPR.
3. Forward completed RPR to Employment Services, who will contact you to arrange an audit of the position to gather more detailed information. This typically is held at the employee's worksite and involves an interview of about one hour with the employee followed by a shorter interview with the supervisor.
4. The information is analyzed in relation to UMS guidelines and, if the potential reclassification is to exempt (professional) status, also in relation to Fair Labor Standards Act law. For reclassification to a higher classified title, the following guidelines apply:
   
   1. At least 35% of the person's time must involve performing duties unique to a higher title to justify an upgrade.
   2. b. A dual title is an appropriate outcome in cases where at least 20% of time involves duties in a different job group.
5. If no change in title is indicated, a letter is provided with reasons for the denial. If a change is indicated, a letter is provided to the supervisor explaining the changes in title/pay effective on the date the RPR was signed, along with an Authorization Form. The form requests signature authority to implement the reclassification (an alternative exists but is seldom used that allows for removal of duties to allow the person to remain in the current title).
6. Upon receipt of the signed Authorization Form, Employment Services prepares an appointment letter with copies to all parties with a need to know.

EMPLOYMENT QUICK LINKS