What is the process for deciding if a job is substantially similar and therefore reassigned?
For MSP reassignments, UCOP HR compared the new job descriptions with the current job descriptions to determine whether any positions are substantially similar, which simply means that the new job very closely mirrors the functions of the old job. UCOP HR also consulted with the unit designers to be sure that they clearly understood the intent of each job. The recommended reassignments were then presented to Judy Boyette for final approval, and her office distributed letters to those MSP employees who were reassigned. For PSS and bargaining unit positions, seniority as well as skills must be considered. Reassignments are made within the same classification (Payroll Title)/title code/salary grade provided employees are equally qualified to perform the duties and responsibilities of the position.
Related Questions
- As part of the JDD development process, a team member should have their job title updated. Who decides what a job is to be called, the line manager or Human Resources?
- What is the process for deciding if a job is substantially similar and therefore reassigned?
- What is involved in the Job Evaluation process?
