The Human Resources Office is responsible for conducting job-size audits of all UTSI staff non-exempt positions according to the procedures and standards of the University's Job Classification Manual. Position audits may be requested in the following ways:

1. By the supervisor when he or she feels there has been a significant change in the duties and responsibilities of the position.
2. By the employee when he or she feels there has been a significant change in the duties and responsibilities of the position since it was last audited and the employee has been in the position for more than three (3) years since the last audit.
3. By the Human Resources Director when he or she determines an audit is needed.

New positions are audited only after an incumbent has been in place more than twelve (12) months and long enough to provide a meaningful audit. Recruiting requisitions for new or replacement staff non-exempt positions are reviewed by the Human Resources Office to determine the appropriateness of the job title and wage level requested for the position.

The auditing sequence ordinarily begins with notification to the department that a position is scheduled for audit. A position data questionnaire and information sheet are sent through the supervisor to the subject employee. The employee, assisted by the supervisor as necessary, completes the position data questionnaire. When the position data questionnaire is completed and turned in to the Human Resources Office, a member of the Human Resources staff visits the job site and conducts an on-site audit discussing the position with the incumbent and reviewing the position data questionnaire. Inputs, such as comments and descriptions of work performed, are encouraged from the employee and the supervisor up until the on-site audit is concluded. Then the Personnel staff member prepares an analysis and assessment of the position, generating a points total and a resulting recommendation to (1) maintain the position at the current job title and wage level; (2) change the job title at the same level; (3) reclassify the job title and wage level upward with or without an increase in wage rate; (4) downwardly reclassify the position with or without a reduction in wage level; or (5) reclassify the position to staff exempt status. The employee and the supervisor are notified in writing of the results of the job-size audit.

The Human Resources Office conducts staff non-exempt job-size audits on a continuous basis. Reclassifications not involving changes in compensation can become effective with the first appropriate pay cycle starting date following Dean's Office approval. Reclassifications resulting in monetary changes can take effect at either January 1 (or the biweekly pay period beginning next after that date) or July 1 (or the biweekly pay cycle starting date utilized for the next fiscal year's non-exempt wage changes). Job-size audits must be requested not later than September 15 to become effective January 1 or not later than March 15 to become effective July 1. Also, in order to meet these effective dates the position questionnaire must be completed, signed and returned to the Human Resources Office within 30 days of the department being notified the job is to be audited. Any January 1 reclassifications are subject to availability of funding to properly support the increases, and any July 1 reclassifications are subject to the salary budget guidelines in effect at that time and to the availability of funding.