*Please note: As of February 2026, the University is still in a hiring & reclassification freeze. Reclassifications are not being processed at this time.*

In order to successfully manage the limited pool of resources allocated, the following procedures and criteria have been put in place.

Criteria:

• There must be evidence that the employee’s performance is at an acceptable level. A recent performance appraisal must be documented in the online appraisal system that recognizes accomplishments and strong performance. 
• The employee must have successfully performed higher level, increased responsibilities (i.e. beyond their current job description) for at least six months before a request is submitted.
• The employee, manager, and department head must support the request by completing and signing the revised Position Information Questionnaire. Unsigned or incomplete PIQs will be returned and the process will not proceed until the necessary documentation is complete.
• Reclassification and salary adjustment requests will be accepted and reviewed by GSE HR and Compensation quarterly.  Requests must be sent to Kate Hellings in GSE HR no later than 5:00pm on Sept 1st, December 1st, March 1st or June 1st. Requests received outside that time frame will not be reviewed and will be returned until the next cycle. In an effort to retain and/or reward high potential staff it may be necessary to review a position and/or salary outside that time frame; in those cases the Chief People Officer will determine whether an exception is warranted.
• A position cannot be reviewed for a reclassification more than once every two years, unless there is a compelling reason to do so.

Process:

• Kate Hellings needs to receive the following documents by 5:00pm at the end of each quarter. Requests must include:
  • Updated PIQ signed by the employee, manager, and department head. 
  • Old PIQ
  • Memo explaining the reason for the reclassification/salary adjustment, including a salary recommendation if there is one
  • Current resume
  • Department organizational chart (if available)
• GSE Human Resources will review and analyze the request.  If the position has had significant change (at least 30% new and higher level responsibilities) we will continue our review by comparing similar positions, salaries and titles.  If there are questions or uncertainty, we will meet with the manager and possibly the employee for clarification. 
• If the position has changed, but not significantly enough to warrant a reclassification, we will review it for a salary adjustment. 
• If GSE Human Resources determines that a reclassification or salary adjustment is warranted, the information will be sent to Central Human Resources Compensation for review. If it is determined that the position is appropriately compensated and classified, the request will be returned to the manager.
• GSE Human Resources will notify the department head/manager/employee of the as soon as possible.  Please note that this process can take up to four to six weeks. Approved reclassifications/salary adjustments will be effective the first of the month following the quarter (i.e. October 1st, January 1st, April 1st, or July 1st).

Please feel free to contact Kate Hellings if you have any questions or if we can help clarify the process. We want to ensure that there is transparency and clarity around this process and are happy to meet with managers to provide guidance before a request is submitted.