Classification and Compensation FAQ

 

Generally speaking, positions that are supervisory, general management, confidential or temporary, are excluded from the Contract. To verify your position status, please see your agency Personnel/Human Resources contact person or refer to Chapter 1 of the Classified System Personnel Rules.

 

 

For a position review, an employee must complete a Position Description Questionnaire (PDQ) and submit it to their supervisor. (See Chapter 3-Definitions for proper use usage of PDQ’s) From that point, the agency reviews the PDQ, includes any additional information, and forwards everything to State Personnel. State Personnel then begins the final review and determination process. For more specific information regarding this process, please refer to Chapter 7 in the Classified System Personnel Rules.

 

 

If an employee or agency does not agree with the classification decision of AS State Personnel, they may request reconsideration, in writing, within 15 work days from notification of the classification decision to the Director of Personnel, AS State Personnel Division, and shall explain in detail the reasons for such a request. The letter shall contain a concise and specific statement as to why the decision was inappropriate, the specific reasons therefore, and a statement of the classification sought. An employee request shall be forwarded through the agency head to the Director of Personnel, AS State Personnel Division. The Director of Personnel, AS State Personnel Division, shall assign [a] different Personnel Analyst[s] to conduct the second review. Following a thorough review, the Analyst[s] shall present a recommendation to the Director of Personnel, AS State Personnel Division. The Director of Personnel, AS State Personnel Division, shall ensure that: 1) proper application of the State’s classification methodology was utilized in the decision making process, 2) the issues raised by the employee were taken into consideration, and 3) that the information used in the decision-making process was accurate and correct. The review shall be limited to the issues raised by the appellant in the initial request for reconsideration of the classification decision. New evidence shall not be allowed.

 

 

Employees returning to a Rules-covered position after a break in service of less than five calendar years may have their service date adjusted for the period of absence, meaning the employee will earn leave at the same rate as when they left state employment. Check with your agency Personnel/Human Resources contact as some agency discretion may be applied in certain instances. Contract covered employees should refer to questions/answers provided by the AS Employee Relations Division.

 

 

Employees returning to a Rules-covered position after a break in service of less than three calendar years will have their accumulated unpaid sick leave balance restored. Check with your agency Personnel/Human Resources contact as some agency discretion may be applied in certain instances. Contract covered employees should refer to questions/answers provided by the AS Employee Relations Division.

 

 

Except in a few cases, at the agency head’s discretion, employees placed in a higher salary range may receive increases per the ranges below, which are based on the percent spread between minimum hire rates of the current and higher classification:

• <4.99% Difference = no increase
• 5-9.99% Difference = up to a 10% increase
• 10-14.99% Difference = up to a 20% increase
• 15% and above = up to a 30% percent increase

Refer to Chapter 8 of the Classified System Personnel Rules for a listing of exceptions. Contract covered employees should refer to questions/answers provided by the AS Employee Relations Division