Drop in the files and everything below fills itself. If you would rather paste, that still works
— put each essential function on its own line with its percentage, (30%) Financial Management,
and the tasks beneath it. Tasks are read as evidence for the function, not as separate duties.
A reclassification request normally arrives as one document with Current and Proposed side by side. Drop it in and the tool separates the two columns and fills everything below. If you happen to have the position descriptions as two separate files instead, switch modes. Always check what was extracted — the parse is shown below and everything stays editable.
Set this first — everything downstream branches on it. Exempt positions are placed in UMD pay bands on UHR's five criteria; nonexempt positions are governed by USM job specifications, which set the title, scope and level of work, minimum qualifications, and pay band. If the documents don't say, ask — don't guess from the job title.
The template itself collects identifiers — the supervisory field asks for the name and position number of every direct and indirect report. Automatic detection catches the predictable patterns; it will not reliably catch names, so add those by hand. Dollar figures are listed separately because a budget figure is evidence of fiscal accountability and should usually be kept, while a salary should not.
Type a name or any other string and press Enter. Matching is case-insensitive and whole-word.
Kept on purpose: Job Profile, titles, unit and reporting line, the count and classification of reports, and budget or portfolio dollar figures. Those are the scope and fiscal accountability evidence the analysis runs on. If anything was found, scrub the source files too — redacting this copy does not fix theirs.
Code at the function level, not the task level. A department that adds three tasks under an existing function has usually made the job bigger, not higher — and task-level coding hides that, because three new task lines look like three new duties. Each proposed function is matched to its closest current function automatically; check every one and correct it. The Reworded / Elevated line is where reviews go wrong: a stronger verb is not a higher level. Ask whether new authority, new judgment, greater fiscal accountability, or a genuinely harder problem appeared. If not, it is Reworded.
| Current essential function | % of time | Proposed essential function | % of time | Code |
|---|
Percentages are read from the documents and are editable — type in any box to correct it. The form requires each side to total 100%, and the scores are weighted by the proposed column: a function at 30% counts for three times as much as one at 10%. With no percentages anywhere, every function is weighted equally and the report says so.
These bands are internal Business Office triage thresholds, not UHR standards. They sort strong cases from thin ones before staff invest time, and they describe the strength of the case as documented — a real change can still be described badly. A thin score is a prompt to check the transaction router, not a rejection.
Factors 1–5 are UHR's own pay band placement criteria. Factor 6 is a practical indicator, not a UHR band factor. Rate proposed against current and paste the duty line that proves it — a rating you cannot evidence will not survive UHR review.
| Factor | Direction | Evidence — quote the duty line |
|---|
Four transactions sit behind the same "the job changed" conversation, and three of them pay. A department told your reclassification is thin hears no. A department told this is a within-band adjustment and here is what it needs hears yes, differently. Answer both questions, then read the routing.
Classification & Compensation requires that the employee's experience align with the updated job profile's minimum qualifications. This is a gate, not a factor — a reclassification the duties fully support still fails here. Record only the yes/no; the employee's actual credentials do not belong in this review.
Scanned from the proposed PD against the template and UHR's rules. Every item is a place UHR is likely to push back, or a place the case is weaker on paper than in reality.
Generated from the gaps above. Edit freely — these go into the report as written.
Everything the department needs to answer, in one message. Tick the statements you want to ask about on the Factors step — each one appears here under its factor, with what Classification & Compensation is looking for and what the position description currently says. Ask; do not instruct. The department decides which statements are true and fills in the brackets; a duty statement that overstates the job is a problem for the employee, not a help.
Plain text, following the standard section order — no markup, so it pastes clean into Word, email, or a Workday comment box without turning into stray asterisks and pipes. Copy it into your notes or a message to the department. Edit before sending — you own what goes out.
Download as PDF opens your browser's print dialog — choose Save as PDF as the destination. The file is built here on the page, so nothing is uploaded to produce it, and the PDF carries the redacted text exactly as it appears above.