Overview
This directive describes the treatment of over-classified positions within the classification plans.
An employee's position is overclassified when it is found to be at a classification with a lower pay grade or salary range maximum.
Over-classified management, and opted out and excluded positions
When a management or opted out and excluded position is assessed as over-classified and the classification level has been determined, the decision must be rendered immediately, effective the first day of the next pay period.
In situations when the classification level has not been determined the higher classification may be retained for up to a maximum of 60 working days.
In extenuating circumstances, during large organization redesigns and cross-government classification reviews, the higher classification may be retained for up to a maximum of 12 months, with Public Service Commissioner approval. All management and opted out and excluded positions will be classified within the 12 month period.
These timelines will allow departments to address the position classification. An employee's salary will be adjusted in accordance with the over-range pay directive for management employees (see directive Over-Range Pay) or in accordance with the salary determination directive on demotion for non-management employees (see directive Salary Determination).
Clearly document and communicate the timeline, decision and rationale to the employee.
Over-classified bargaining unit positions
When a bargaining unit position is assessed as over-classified, the deputy head may retain the higher classification allocation for a maximum of two years, with the option for an extension in extenuating circumstances. This period will allow departments to address the bargaining unit position classification. If at the end of the period the level of work remains the same, the deputy head may determine a salary adjustment in accordance with the salary determination directive on demotion for non-management employees (see directive Salary Determination).
Clearly document and communicate the decision and rationale to the employee.
About this directive
| Authority: | Public Service Act Public Service Employment Regulation (PDF, 1.1 MB) |
|---|---|
| Application: | Organizations under the Public Service Act |
| Effective Date: | July 27, 2018 |
| Contact: | Alberta Public Service Commission: Labour and Employment Practices; Classification, Compensation and Benefit Services |
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