Some codes and titles are restricted and may require specific reporting structures and/or additional review by one or more levels of leadership before they are used. Certain titles are also department specific, yet may be used with approval of the responsible college, school or division. Titles are organized based on the type of restriction below. To use one of these titles, work with your Strategic HR Partner who will coordinate the review and approval process.

Restricted Titles

*Please note, only Campus Facilities employees have delegated authority to serve or act as owner’s representative on construction projects.

Titles Requiring Additional Review/Approval

Shift differential is additional compensation in recognition of time worked outside of day shifts on a regular basis. The following titles on the MU campus are authorized to receive this additional pay per HR Policy Manual HR-213 Shift Differential.

For more information, see HR-213 Shift Differential and HR-213 Shift Differential Q&A.

Related job experience, education and/or credentials are considered when determining a salary/pay offer. Compensation guidelines are outlined on the UM System Compensation Resources for HR Offices webpage.

Information on appropriate pay levels for a variety of positions is available on the UM System Pay Matrices webpage.

For instructions on processing certain increases, review information related to Justification for Increase.

Job classification is a system for objectively defining the duties, responsibilities, and authority level of a job. It is a core function of Human Resources and provides the foundation for the full life cycle of employment. Key elements identified with a position classification assessment include Department of Labor’s FLSA exemption status (exempt vs. non-exempt), university title, and university pay grade level.

Changes in responsibilities can occur for a variety of reasons, which may affect the level and classification of the position. Typically such changes take place gradually over time as the position naturally grows in duties and responsibilities. In cases where the duties of an existing employee no longer align with their title, departments may propose a reclassification of position by completing the Position Classification Questionnaire (PCQ) process. All PCQ processes include collaboration with the college, school or division’s Strategic HR Partner.

Please contact your Strategic HR Partner for questions. Additional information on classification information and processes is available on the UM System Compensation Resources for HR Offices webpage.

Factors for Reclassification

Reclassification reviews will typically be processed only if it has been more than six (6) months since the last reclassification review of the position and/or incumbent unless there is an exceptional reason (e.g., reorganization) which has been discussed with your Strategic HR Partner.

Significant changes in the nature of the work (the type of work activity performed) and/or the level of work may indicate the need for a reclassification review. Job natures and levels for each position can be found on the Job Code Detail website.

An increase in work volume alone is not a basis for reclassification. Similarly, incumbent-based reasons, such as job performance, length of service, counter offers, temporary assignments, increase in travel requirements, etc. are not a sufficient basis for reclassification.

Reclassification Process

1. The department and/or campus Strategic HR Partner identifies the need for a new position or a reclassification review. Together, the supervisor and Strategic HR Partner assess the scope of duties, organizational design elements, and prepare an effective position description.
2. Department completes the PCQ in myHR.
3. Strategic HR Partner verifies:
   1. There is a supportable, valid business rationale for the requested change.
   2. The PCQ documentation is accurate and complete and includes necessary approvals.
   3. All necessary supporting documentation is included (e.g., org charts, historical background, etc.).
4. Strategic HR Partner routes all documentation together. If there are multiple PCQs related to the same situation (e.g., reorganization) all should be routed together to UM.
5. The Compensation and Classification team completes position evaluations and approves a university title and pay grade, or:
   1. Prompts for more information if needed; may request job audit questionnaire, time study, organizational chart, additional background or historical information as needed.
   2. Makes timely notification to the Strategic HR Partner regarding any delay and negotiate acceptable completion date as needed.
6. Upon receipt of information from UM Compensation and Classification team, the Strategic HR Partner:
   1. Provides department with outcome of position reclassification review request and discusses salary.
   2. Takes steps to initiate changes, including working with the unit to update the position description and org chart, post a position, and/or process a Justification for Increase (JFI) and employee letter, if applicable.