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Utah Administrative Code (Current through November 1, 2019) |
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R477. Human Resource Management, Administration |
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R477-3. Classification |
| R477-3-1. Job Classification Applicability |
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(1) The Executive Director, DHRM, shall prescribe the procedures and methods for classifying all positions except for the following positions, which include: (a) employees already exempted from DHRM rules in R477-2-1; (b) all employees in: (i) the office and residence of the governor; (ii) the Utah Science Technology and Research Initiative (USTAR); (iii) the Public Lands Policy Coordinating Council; (iv) the Office of the Utah State Auditor; and (v) the Utah State Treasurer's Office; (c) employees of the State Board of Education, who are licensed by the State Board of Education; (d) employees in any position that is determined by statute to be exempt from classified service; (e) employees whose agency has authority to make rules regarding performance, compensation, and bonuses for its employees; (f) other persons appointed by the governor under statute; (g) temporary employees who work part time indefinite or work on a time limited basis; (h) patients and inmates designated as schedule AU; (i) members of state and local boards and councils and other employees designated as schedule AQ; and (j) educational interpreters and educators as defined by Section 53A-25b-102 who are employed by the Utah Schools for the Deaf and the Blind. (2) The Executive Director, DHRM, may designate specific job titles, job and position identification numbers, schedule codes, and other administrative information for all employees exempted in R477-2-1 and R477-3-1 for identification and reporting purposes only. These employees are not to be considered classified employees. (3) Employees in schedule codes AD and AR are not considered classified employees but are subject to the Job Description and Assignment of Duties sections of this rule. |
| R477-3-2. Job Description |
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DHRM shall maintain job descriptions, as appropriate. (1) Job descriptions shall contain: (a) job title; (b) distinguishing characteristics; (c) a description of tasks commonly associated with most positions in the job; (d) statements of required knowledge, skills, and other requirements; (e) FLSA status and other administrative information as approved by DHRM. |
| R477-3-3. Assignment of Duties |
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(1) Management may assign, modify, or remove any position task or responsibility in order to accomplish reorganization, improve business practices or processes, or for any other reason deemed appropriate by agency management. (2) Significant changes in the assigned duties may require a position classification review as described in R477-3-4. |
| R477-3-4. Position Classification Review |
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(1) A formal classification review may be conducted under the following circumstances: (a) as part of a classification study; (b) at the request of agency management, with the approval of the Executive Director, DHRM or designee; or (c) as part of a classification grievance review (2) DHRM shall determine if there have been sufficient significant changes in the duties of a position to warrant a formal review. (3) When an agency is reorganized or positions are redesigned, no classification reviews shall be conducted until an appropriate settling period has occurred. (4) The Executive Director, DHRM, or designee shall make final classification decisions unless overturned by a hearing officer or court. |
| R477-3-5. Position Classification Grievances |
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(1) Under 67-19-31, an agency or a career service employee may grieve formal classification decisions regarding the classification of a position. (a) This rule refers to grievances concerning the assignment of individual positions to appropriate jobs based on duties and responsibilities. The assignment of salary ranges is not included in this rule. (b) An employee may only grieve a formal classification decision regarding the employee's own position. (2) Formal service for classification grievance communication to employees shall be made by: (a) certified mail to the employee's address of record, and (b) email to the employee's state email account. |
| R477-3-6. Policy Exceptions |
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The Executive Director, DHRM, may authorize exceptions to this rule consistent with Subsection R477-2-2(1). |