Chapter 1.35
POSITION EVALUATION PROGRAM
Sections:
1.35.010 Position evaluation program.
1.35.020 Position evaluation process.
1.35.010 Position evaluation program.
(a) Written requests for reclassification, re-evaluation and any appeals shall be submitted as set forth in Section 1.35.020.
(b) Requests for re-evaluation shall be made according to the timeline outlined in Section 1.35.030. (Res. 2025-29, 3/17/25; Res. 2011-95, 11/7/11).
1.35.020 Position evaluation process.
(a) Title. Reclassifications and new positions.
(b) Purpose. The purpose of Chelan County’s policy regarding job reclassifications is to establish a standardized process that is not influenced by external market factors. This policy ensures that reclassifications are considered solely based on business needs and in accordance with collective bargaining agreements. The main goal of this policy is to promote fairness, transparency, and consistency in evaluating job roles and responsibilities for all Chelan County employees.
(c) Scope. Job reclassifications may be initiated to reflect changes in job responsibilities, organizational structure, or required qualifications. The key objective is to maintain job clarity and equity within the organization. This policy applies to all employees of Chelan County and is designed to uphold a structured and equitable approach to job reclassifications.
(d) Definition. When a new position is created or if job duties and responsibilities have significantly changed to the extent that the current classification is no longer appropriate, a department head, elected, or appointed official may request a position review. This process involves a thorough evaluation of the position to ensure that it aligns with the organization’s current needs and objectives. By initiating a position review, the organization can ensure that roles are accurately classified and appropriately compensated based on internal factors such as: job responsibilities, required qualifications, and reporting relationships. This proactive approach helps maintain organizational efficiency, clarity, and fairness in job classifications. Ultimately, a well-defined position review process can contribute to a more effective and sustainable organizational structure.
(e) Policy Guidelines.
(1) Submit a written request to human resources that includes:
(A) Position questionnaire form completed by elected, appointed official, or department head.
(B) New and old job descriptions.
(C) Organizational chart of the department, including all positions and their corresponding pay grades.
(2) Required signatures:
(A) Employee.
(B) Employee’s supervisor.
(C) Appropriate elected, appointed official, or department head.
(D) For vacant positions, only the appropriate elected, appointed official, or department head must sign.
(f) Human Resources Review Process. The human resource department will acknowledge receipt of the re-evaluation and/or new position.
(1) Human resources will review: the completed position questionnaire form, new and old job descriptions, current organizational chart that includes all positions and pay grades, and the department’s letter to human resources with their recommended classification. If request is incomplete, re-classification request will be rejected. Extensions will not be given due to incomplete materials.
(2) If a request for position review is submitted, human resources may also review other positions within the department to determine if the increase was the result of a reduction in duties of other positions. This may subject other positions to adjustment.
(3) Positions may be valued lower than the current classification. The salary of incumbents in those positions will be frozen at their current rate until normal increases bring the pay of their new classification up to that level.
(4) Human resources will assess the request’s impact on the organization, conduct a compensation analysis and review all submitted documentation.
(5) Human resources will send a memo to the department and budget director, providing a recommendation on whether the re-classification is supported or not.
(g) Board of County Commissioners Review and Decision.
(1) The elected, appointed official, or department head will submit a request to the board of county commissioners in a formal letter. The letter must outline the following:
(A) Reasoning and justification.
(B) Job duties and qualifications.
(C) Budgetary impact.
(D) Human resource’s official recommendation from the human resources review process.
(2) Next, the elected, appointed official, or department head will incorporate reclassification/new position requests in annual budget proposal.
(3) Requests will be evaluated by the board of commissioners during budget hearings and workshops.
(4) Reclassification/new positions will be approved or denied by the board of commissioners.
(h) Implementation.
(1) If approved:
(A) The reclassification will be documented by affected department, sending a payroll change notice to human resources for the next consent agenda.
(B) The department will update the job description and send to human resources for record keeping.
(2) If denied:
(A) The communication will include rationale and be documented and sent to the affected department.
(i) Evaluation Timeline.
(1) Positions submitted for re-evaluation must follow timeline in resolution. See Section 1.35.030.
(2) New positions approved by the board of county commissioners may be evaluated separately from Section 1.35.030.
(j) Appendices. Per the Chelan County handbook, when an individual is assigned tasks that are not appropriate for their current classification and there exists another classification more suited to the work being performed, a reclassification and/or out of class pay may be appropriate. If a department is being reorganized and an employee is consistently carrying out duties outside their current job description, it is important to consider whether their role has evolved and warrants a re-evaluation of their classification. (Res. 2025-29 (Exh. A), 3/17/25).
1.35.030 Timeline.
(a) May 1st. Human resources will begin accepting requests for re-evaluations.
(b) May 15th. Requests for re-evaluations are due and must be sent to human resources. Requests will not be accepted after this date.
(c) May 31st. Incomplete requests will be returned to the departments and will be provided five business days to complete. If a request is received after the five business days, it will not be eligible for reevaluation until the period between May 1st and May 15th of the following year.
(d) July 15th. Human resources will complete all re-evaluations for reclassifications.
(e) July—August. Department will incorporate supported request into budget proposals.
(f) October—November. Board of county commissioners will evaluate supported request during budget hearings and workshops.
(g) January 1st. All approved classification changes will become effective with approval of the BOCC. (Res. 2025-29 (Exh. B), 3/17/25).