Page 76 - Personnel Policy and Procedures Manual

Any change, except as indicated in these policies, in the Classification Plan, such as establishing new
classes, abolishing classes, reallocating classes or pay grade changes for classes require the prior approval
by the Human Resources Director and approval by the Administrator or designee if it impacts current fiscal
year budget.

Section 500.210 Departmental Reorganization/Reclassification Policies and Procedures

Authority of the Administrator
The Administrator shall have the authority to approve all classifications, re-organizations, and
reclassifications; pay adjustments up to fifteen percent (15%) of base pay and final decision authority of
classification appeals.

Introduction -
Augusta, Georgia’s classification system was designed to group positions together which have similar
duties, have approximately the same levels of complexity and responsibility, require similar training and
experience at the time of recruitment, and uses pay grades which allow for compensation within the same
pay ranges for comparable positions. Reclassification of an existing position shall be based upon significant
changes (normally minimum of fifteen percent (15%) of the position’s duties and responsibilities) in a
position such that the new job duties and responsibilities are no longer appropriately placed in the current
compensation system within the department. Such changes should be reflected in factors as increases in
the level of training or skills, knowledge, responsibility, scope of supervision (if applicable), working
conditions and accountability. The Reclassification System should not be used to reward or punish the
incumbent’s performance, to circumvent the raise recommendations, to recognize the incumbent’s volume
of work, dependability, loyalty or financial need. Reclassification may result in a position upgrade that
necessitates an increase in salary or it could result in a position downgrade to a lower pay grade.

In an effort to reduce costs, improve efficiency and productivity, Department Directors may have a bona-
fide need to reorganize their department, create new position(s), eliminate unnecessary position(s), or
reclassify existing position(s). Prior to attempting to implement a reorganization, department Directors
should initiate a discussion with the Human Resources Director and Augusta, Georgia Law Department, as
applicable, to help determine the feasibility, appropriateness, compliance with all applicable employment
laws (i.e., FLSA, Equal Pay Act, etc.) and organizational savings associated with the proposal.

Overview
Any requests for reorganization must first be submitted to the Human Resources Director for initial review.
The HR Director shall recommend to the Administrator suitable action. Justification for overall net cost-
savings and/or data supporting any improvement or efficiency resulting from departmental reorganization.
Availability of appropriate funding in current budget for the position(s) in question, consolidation of duties,
responsibilities, etc., that will produce tangible efficiencies in operations or measurable quality of customer
service.

Special Note
Any requests for departmental reorganization / reclassification not in conformance with this policy will not
be processed by the Human Resources Department

Submission Procedures to Human Resources Department
The Department Director must attach a memo that will help make a business case for the reclassification or
reorganization request. The following items must be provided by Department Director or designee to the
Human Resources Director when submitting a reclassification or re-organization proposal:

All Rights Reserved – As approved by the Commission on 05-07-2019 76 | P a g e