This directive describes the process and time frames for classifying positions and determining the effective dates of classification decisions.
Bargaining unit positions
The process and timelines for classifying bargaining unit positions are set out in the Collective Agreement.
Opted out and excluded positions
An opted out and excluded employee may, by submitting a job description signed off by the employee and management, request that the deputy head review the classification of the employee's position if the employee's duties have changed significantly since the last review, or if 6 months have elapsed since the last review. If the employee's request does not meet either of these requirements, the deputy head may refuse to review the classification of the position and will notify the employee in writing of this decision.
When a classification is reviewed, the deputy head with delegated authority or an authorized delegate will allocate the position to a class. The deputy head will notify the employee of the decision in writing no later than 60 working days from receipt of the request, unless the employee agrees to an extension. If no decision has been made within 60 working days of the employee's request and no extension has been agreed to, the employee can file an appeal to the departmental review level.
If the Public Service Commissioner is required to review an employee request, the request will be referred to the Public Service Commissioner within 30 working days of receipt by the departmental human resources office. The Public Service Commissioner will allocate the position and provide the decision in writing to the deputy head and employee no later than 30 working days from receipt of the request, unless the employee agrees to an extension. If no decision is made within 60 working days of the employee's request and no extension has been agreed to, the employee can file an appeal to the Classification Appeal Board.
For information on the departmental review and appeal processes, see directive Non-Management Classification Appeals.
An employee may request in writing that the deputy head review the class of the employee's position by submitting an updated job description.
A department will not re-evaluate a job within 6 months of the last review unless the assigned responsibilities change substantially. The deputy head can waive this 6-month period.
If the department does not make a decision within 60 working days of receiving the employee's formal classification request, the employee may proceed directly to the departmental review process. When both parties agree, the 60-day period may be extended.
For information on the departmental review and appeal processes, see directive Management Classification Appeals.
The effective date of the classification decision will normally be the first day of the bi-weekly pay period following the date the original request was submitted to the Human Resources Office, unless a later date has been requested. This applies to the classification of new positions, reclassification resulting in a salary increase, and reclassification to a class with the same pay grade or salary range maximum.
When an employee is reclassified to a class with a lower pay grade or salary range maximum, the effective date will be the first day of the next pay period following the decision (see directive Classification Exceptions).
For non-management classes, the effective date for classification decisions made as a result of a class series review will be the first day of the month in which the agreement is signed with the Alberta Union of Provincial Employees, unless otherwise agreed by the employer and the union.
When the effective date determined by a department differs from the normal procedure, the department will document the rationale for the effective date, noting extenuating circumstances.
About this directive
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