West Virginia Code of State Rules › Agency 133 - Higher Education Policy Commission › Title 133 - LEGISLATIVE RULE WEST VIRGINIA HIGHER EDUCATION POLICY COMMISSION › Series 133-08 - Personnel Administration › Section 133-8-11 - Job Evaluation Process

Current through Register Vol. XLI, No. 28, July 12, 2024
11.1. The review of individual positions
				occupying systems-wide titles shall be carried out by the institution's
				president or president's designee provided that the action involves the
				reclassification or the reslotting of the employee into an existing
				systems-wide title.
11.2. The
				review of institution-specific job titles, as well as the reslotting of
				employees into an existing institution-specific title, shall be carried out by
				the president or the president's designee of each respective
				institution.
11.3. If an
				institution initiates an action to establish a job which exists exclusively at
				another institution the institution's president or the president's designee
				shall submit a request for the use of the title to the chancellors or the
				chancellors' designee. A review shall then be conducted, a determination made,
				and notification given to the institution's president or the president's
				designee as to whether the request is approved or denied. If a request is
				denied, reasons for the denial will be provided to the president or president's
				designee. Once two or more institutions utilize a job title, that title shall
				automatically become a systems-wide title.
11.4. All actions taken by a president or
				president's designee under this section are subject to audits and reviews by
				the job evaluation committee.
11.5.
				On-going responsibility for overseeing and administering the job evaluation
				program and ensuring that it is administered equitably and uniformly across the
				institutions rests with the chancellors or the chancellors' designee. The
				evaluation of all systems-wide job titles and the review of classification
				decisions across the system shall be under the purview of the job evaluation
				committee. The composition of the job evaluation committee shall consist of
				nine human resource representatives and two classified staff representatives.
				Of the nine human resource representatives, one shall be from the central
				office and shall serve as chair, four shall be from the previous University
				System (which shall be deemed to include West Virginia network for educational
				telecomputing), and four shall be from the previous State College System. The
				nine human resource representatives shall be appointed by the appropriate
				chancellors to staggered terms of no more than two years. The classified staff
				representatives shall consist of one from each state-wide advisory council of
				classified employees and shall be appointed by the appropriate chair of the
				state-wide advisory council of classified employees to staggered terms of no
				more than two years. In addition, the chancellors may appoint, to the
				committee, as they deem appropriate, representatives of major groups which
				represent classified employees.
11.6. The job evaluation committee shall be
				convened by its chair at least quarterly, or more often if deemed necessary, to
				review classification decisions made or those being proposed by the
				institutions. To ensure the integrity of the program, random and/or complete
				reviews of classification decisions made or proposed by the institutions shall
				be conducted by the committee. Each institution shall be responsible, however,
				for submitting to the central office on a monthly basis, a computer diskette of
				any classification decisions actualized, along with appropriate documentation
				where requested by the committee. The chancellors or the chancellors' designee
				shall review the classification actions of each institution for appropriateness
				and consistency of application. Pending this review, the job evaluation
				committee shall be convened as needed to review those actions regarded as
				potentially out of conformance with the compensation and classification
				program. The committee shall subsequently provide a report to the appropriate
				governing board concerning its findings relative to each institutional review.
				In those cases where the committee finds an institutional classification
				decision to be in error, the committee shall recommend to the chancellor or
				chancellor's designee whether the pay grade assignment should be changed to the
				appropriate level.
11.6.1. Salary reversals
				shall be made in accordance with the procedures for upgrades and downgrades
				specified in this rule. During the course of its reviews, should the job
				evaluation committee discover the systematic misapplication of the program by
				an institution or institutions, it shall notify the chancellors, who will take
				the appropriate action warranted. Whenever the chancellors or their designee
				find that employees have been misclassified at the institutional level, they
				shall order that these classifications and salaries be immediately adjusted to
				the proper level. Absent fraud on the behalf of the employee, any overpayment
				to the employee because of an erroneous classification decision by an
				institution shall not be collected from the employee. However, any erroneous
				overpayment to such an employee, once corrected, shall not be deemed as
				evidence in claims by other employees that the classification and compensation
				program is not equitable or uniform.