Classification review criteria
Application for reclassification can be made as prescribed in the Flinders University Enterprise Agreement. The Professional Staff Classification Descriptors are described in Schedule 10 of the Enterprise Agreement.
Where there has been a significant increase in the work value of a position due to a substantial change in responsibilities as required by the supervisor, a staff member or supervisor may request a reclassification of a staff member’s position.
The request must be submitted on the application form and accompanied by a copy of the existing Position Description and a draft of the proposed/revised Position Description on the current template. Download the Position Description template.
Reclassifications are about the position and its ongoing requirements. They are not a mechanism to reward individual performance, recognise increase in work volume, retain staff, or to compensate for a temporary increase in duties.
For further information on reward and recognition options, including higher duties, please contact your People and Culture Business Partner.
Prior to the request being submitted to People and Culture, all supporting paperwork must be provided and all sections of the form must be complete, including the recommendation with supporting commentary from the relevant Portfolio Head/Director per the attached workflow chart.
A completed application form must be sent to People & Culture Services in Service One for assessment.
Assessment of reclassification application
Upon receipt of the full and completed written application, the Director, People & Culture or delegate will assess the application against the Professional Staff Classification Descriptors and in line with the reclassification requirements in the Enterprise Agreement, to determine the classification of the position.
The assessor will consider the Portfolio Head/Director’s recommendation and if there is any discrepancy, will discuss this directly with them.
If clarification is required on the written application, the assessor may contact the staff member and/or supervisor. It may also be appropriate to obtain further information from relevant key stakeholders.
Notification of decision
People & Culture will advise the supervisor of the outcome. If the application for reclassification is not approved, the supervisor is required to meet with the staff member to provide reasons for the outcome, and if appropriate, take any corrective action to work allocation or consider other forms of recognition.
People & Culture will provide a formal written communication to the staff member, with a copy to the supervisor.
Date of effect
Assessing the application for reclassification of a position will normally be completed within four weeks of the date of receipt of the completed written application being received by People & Culture.
If a position is reclassified to a level where a higher salary applies, the date of effect will be:
- the date the fully completed application was received via Service One in People and Culture.
Review of decision by People and Culture
Should a staff member not agree with the outcome, they may seek a review of the decision in accordance with the Enterprise Agreement.
Applications for reclassification may be suspended where the portfolio formally declares that an area is about to implement significant change as defined in the Managing Change clause in the Enterprise Agreement.