???? you asked it...

I think I'm working out of class. Should I request a position review?

There are some basic rules that guide if, when and how a position review should be conducted. It is important to have all the clarification and information up front before you request a position review.  It could mean the difference between being successful either with your Human Resource Division or at the DOP Director’s Review. 

Before you fill out the form referred to in the Position Review Article of the contract (see below), talk with your workplace Job Representative and/or WPEA Staff Representative. Your union representatives are trained in the do’s and don’ts of the position review process and the DOP process for determining the proper position allocation. 

Common Mistakes Made

• Because you do “more work” means you are working at a higher level ... Not!

• Because you handle “more money” means you are working at a higher level ... Not!

• Because the work you do is the same or similar to a person who is working at a higher reallocation, you should be reallocated to the same level as they are ... Not!

• Because no one really “knows what you are doing” means you must be working at a higher level ... Not!

• Because your supervisor supports your reallocation quest, you will get reallocated ... Not!

• And, the biggest mistake our members make is thinking the Human Resource Division is there to support you in your quest to get a higher reallocation ... Not!

In fact, HR represents management who usually does not support your quest for higher allocation.

Reallocation Guidelines

The following must be considered in determining whether you do in fact have a valid request for reallocation:

• Reallocation is based on what work you do at least 51% of your time.

• In order to qualify for the higher level work, you must have been working the higher level work, 51% of the time or more for at least 6 months, if not a year.

• You must be able to prove that you have been working the higher level duties at least 51% of the time for at least 6 months, if not a year.

• You must work with the specification that governs your class of work and find the specification that “best fits” the work you are currently doing.

• The work match some of the typical duties outlined in the specification.

In a nutshell...

The key to reallocation is that you can prove that the work you are doing at least 51% of the time for at least 6 months meets the definition and defining characteristics of the specification that best fits the work you are currently doing! If you believe that the guidelines are met and that you are improperly allocated, please contact the Union who will review your situation and give you honest answers based on these guidelines that govern allocation decisions and precedents, and determine how best to proceed.