How to pursue an upgra
Whether you are seeking to move up a level or see yourself misclassified in the wrong job family, occupation
or skill management code, you have to provide
your manager with information to represent
you in a discussion on the request at the skill
1) Make an appointment to discuss your
job classification with your manager.
Helpful documents include:
•;Employee Classification Worksheet
(see description below)
•;Performance Management Define
and Interim Review documents
•;Responsibility Guide for the job code
and/or level you are seeking
2) Ask your manager to explain his/her
reasons for placing you in your current
level or job classification.
3) Explain your assessment of an appropriate
level or job classification – reference responsibility guidelines and give specific examples.
4) Ask questions to ensure a clear understanding where there are differences of opinion.
•;Skill teams - The manager does not have
the sole authority. To pursue an upgrade or
change in job classification, your manager
represents your ‘case’ at the skill-team level.
If your manager does not believe you’re doing higher level work or work of a different
job classification at least 50% of the time,
your request is unlikely to succeed.
•;Level comparison - If you are doing work
identical to someone else who is in a higher
level, it may not mean that you are also
doing higher-level work. In some cases,
the manager may have assigned lower-level
duties to the other person.
•;PM process - The Performance Management process gives you an opportunity
to discuss an upgrade or job classification
change with your manager. Looking at
your skill management code (SMC) and
comparing that to the next level or other
job classification can provide concrete
examples for setting goals, for example.
If you feel you are in the wrong level or misclassified based on doing work of another job classification at least 50% of the time for more than
30 days, the first step in the process is to try to
resolve the issue with your manager.
When you meet with your
manager to discuss this, you
should be clear you are invoking the appeal process of Section 22.5 of the SPEEA contract.
If that doesn’t address the issue, next steps, per the SPEEA
•;Skill team manager meets
with employee and union representative
to attempt to resolve the issue.
•;If warranted, the skill team manager, the
appropriate Human Resources representative
and union representative resolve the matter
by majority decision.
Note: This majority vote by two company representatives and one union representative is the
final step in the appeal process. These level and
classification issues are not subject to the grievance process of the SPEEA contract.
•;Employee Classification Worksheet
(ECW) – This outlines duties, the level
of those duties and the percent of time
performed for each duty. Supervisor
submits this to the skill team –
employees can start with their
own rough draft for meeting
•;Be able to demo
ing higher level
•;Appeal if warran
one of SPEEA’s
SPEEA is looking for candidates to run for three Northwest vice president positions and one Midwest vice president position.
The vice presidents serve on SPEEA’s Executive
Petitions to run for vice president are due Jan.
28. See timeline for details.
About the Executive Board
The seven-member Board directs SPEEA’s
activities through the executive director,
prepares the annual budget and monitors
Board members also serve as the team for any
interim negotiations that may occur between
formal bargaining sessions.
Steps to apply
If you meet the minimum qualification of
continuous SPEEA membership for at least
two years and are interested in helping to lead
your union, consider applying.
• Download election information and
petition, which requires signatures
of 20 members, at www.speea.org.
• Submit a platform statement of
250 words or less.
• Provide a separate 25-word or
less qualification statement.
• Respond in writing to questions
voted on by the regional Councils
(limited to a total of 1,000 words).
2015 election timeline
• Earliest date to turn in a
petition – Jan. 14
• Deadline for candidate petitions –
5 p.m., Jan. 28
• Deadline for candidate statements –
5 p.m., Feb. 2
• Ballots mailed by Feb. 25
• Ballots counted March 11
• New regional vice presidents begin
two-year terms March 25