IS Classification Project FAQ

In the fall of 2021, the Service Employees International Union (SEIU) submitted a unit clarification petition with the Oregon Employment Relations Board, seeking to move a number of officer of administration (OA) positions in IS into the SEIU bargaining unit. Since then, the Office of Human Resources and Finance and Administrative Shared Services Human Resources (FASS HR) have been reviewing OA positions in IS to ensure they are accurately categorized and keeping SEIU representatives updated on the progress of this project. 

During this project, the Office of Human Resources, in partnership with IS and FASS HR, took a close look at IS positions to ensure they are assigned to the proper employee group – SEIU classified employee or officer of administration. Employees in positions that are correctly designated as OAs will not be impacted. Employees in positions that are determined to be in the SEIU bargaining unit will go through a reclassification process, which requires several steps and takes time to ensure accuracy. As an overview, the process involves reviewing the current position description, assigning the appropriate classification, determining the correct competency level, and finally, compensation level. We anticipate moving into implementation in late August. At that time, impacted employees will be provided with their SEIU classification and compensation information and the next steps will be explained in detail. 

Frequently Asked Questions

The following are answers to frequently asked questions about this project. New FAQs will be added as they become available. 

While we may not able to provide specific details about individual positiond at this time, HR is available to provide support throughout the process. Should you have any questions that are not answered by the FAQ, please reach out to uoelr@uoregon.edu for assistance. 


When did this process begin?
In the fall of 2021, the Service Employees International Union (SEIU) submitted a unit clarification petition with the Oregon Employment Relations Board, seeking to move a number of officer of administration (OA) positions in IS into the SEIU bargaining unit. In response to this petition, the Office of Human Resources, Finance and Administrative Shared Services Human Resources (FASS HR), and Information Services initiated a comprehensive review of OA positions to ensure they are accurately categorized.

Why has it taken this much time?
Conducting a thorough review of all OA positions within the unit is a lengthy process that follows a series of steps and allows for consultation and collaboration with the employee, their supervisor, and HR along the way. The project begins with an initial review to determine which positions clearly meet the OA criteria. Then the remaining positions undergo a comprehensive review to update their position descriptions. For the last several months, establishing current and accurate position descriptions has been the focus of the project. This work has identified about 50 positions that may require reclassification. The project team is now focused on these identified positions and advancing through the next steps in the process, which includes more in-depth evaluation to make a final determination, assigning the appropriate classification, determining the correct competency level, and finally, compensation level. The scope of the project and number of positions involved impact the amount of time needed to conduct a comprehensive assessment of each position to ensure accuracy, which is of critical importance. 

What is the current status of the project?
At this time, the project is focused on the identified OA positions that may require reclassification from an OA designation to a classified position represented by SEIU. Those employees whose positions may be impacted have been notified directly by Human Resources via an email on July 8 from uoelr@uoregon.edu. Over the summer, these positions will undergo a more in-depth evaluation to make a final determination. If reclassification is necessary, then the position will be assigned the appropriate classification, competency level, and compensation level.

When will the project be completed?
HR, FASS HR, and IS are working diligently to complete this project by early fall and begin implementing changes to positions that require reclassification.

What is the process of evaluating the classification of a position?
It begins with an initial assessment of the OA position to determine if it meets the OA criteria. If the initial assessment does not reach a conclusive determination that the position meets the OA criteria, then it begins a re-evaluation process that starts with updating position description. Updating a position description is a collaborative process that involves the employee, the supervisor, and HR, and it may include several rounds of discussion to reach a final approved version of the updated position description (PD). The new PD is then evaluated based on the OA criteria. If it does not meet the criteria, then a more in-depth evaluation occurs to make a final determination, assign the appropriate classification, determine the correct competency level, and finally, apply the correct compensation level.

How will an employee know if their position is under review for possible reclassification?
Those employees whose positions may be impacted have been notified directly by Human Resources via an email on July 7 from uoelr@uoregon.edu. Over the summer, these positions will undergo a more in-depth evaluation to make a final determination. If reclassification is necessary, then the position will be assigned the appropriate classification, competency level, and compensation level.

If OA positions have been identified for reclassification as SEIU classified, non-exempt as part of this project, are supervisors advised to keep track of on-call hours, overtime hours, and after-hours work?
A final determination has not been made for any of the identified positions that may require reclassification. If a final determination requires reclassification to a non-exempt position, then the implementation process will include an evaluation of work time and a thorough analysis of compensation based on the effective date of the new classification. The impacted employee will be provided more information at that time.

If an employee disagrees with the determination of their classification, can they request a classification review on their own?
Yes. An employee can request a classification review on their own by submitting their current position description to fass@uoregon.edu to initiate that process. Please note that the employee's supervisor will be an integral part of this process, so the employee should first discuss any proposed changes to their position description before submitting it to FASS.