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478-1-.10 Classification Plan
(1) Preparation of the Plan.
The Commissioner will develop a comprehensive classification plan based on position data analysis provided by the agencies. Agencies will be responsible for assigning positions into appropriate jobs within the classification plan. The Commissioner will periodically assess the classification of positions for consistency across the agencies.
(2) Adoption of the Plan.
The Commissioner is responsible for recommending a comprehensive classification plan to the Board. Employees and agencies may provide feedback about the classification plan during the written comment period described in the Amendments to Policies section of the Policy Guidelines. The Board may change the classification plan in any way it deems appropriate and formally adopt the plan at a public hearing. The Commissioner is responsible for submitting the plan approved by the Board to the Governor.
(3) Amendments to the Plan
The Commissioner may make changes to the classification plan, including the establishment of new jobs and/or the revision, merger, division, and/or abolition of jobs to accommodate existing and/or newly created positions. Agencies will be given reasonable opportunity to express their opinions during the written comment period, before such changes are made.
(a) Agencies may request that the Commissioner create a new job or modify an existing job within the classification plan to assist in accomplishing business objectives. Changes will take effect on the first day of the calendar month immediately following the month in which the change was made or at any other time agreed upon by the Commissioner and the agencies. The Commissioner will report any changes to the Board and will publish the change in a manner accessible to the agencies.
(4) Reconsideration of Amendments to the Plan.
Any agency affected by an amendment to the classification plan or other classification decision made by the Commissioner pursuant to the plan may submit a written request for reconsideration by the Commissioner. The Commissioner must review the request and issue a decision no later than 30 days following receipt of the request for reconsideration. An appeal to the State Personnel Board may be filed within 15 days of issuance if the agency does not agree with the Commissioner's decision. The State Personnel Board's decision will be final.
(5) Job Descriptions.
A job consists of duties and responsibilities and therefore may be comprised of one or more positions. In contrast, a position refers to a set of duties and responsibilities assigned or delegated for performance by one person.
(a) Job descriptions generally illustrate the type of work performed by incumbents and specify the qualifications necessary to do that work. The language of a job description should not be construed as limiting or modifying the authority that agencies have or may be given to modify the duties and responsibilities of employees, or to direct and control their work. Each position should be allocated to the job title that best describes the position's type and level of responsibilities.
(6) Entry Qualifications.
The Georgia Merit System or its successor agencies, in partnership with the agencies, is responsible for developing entry qualifications for each job in the classification plan. Entry qualifications should set forth the competencies, experience and education necessary to perform job responsibilities satisfactorily.
(7) Preferred Qualifications.
The preferred qualifications section (if applicable) should specify the types, amounts, and/or levels of work experience, training, education, certifications/licenses, and other competencies that would render an individual better suited to perform the job duties than another who does not possess the preferred qualifications. Applicants possessing preferred qualifications will generally be given first consideration in screening and hiring for positions in the job.
(8) Allocation and Reallocation of Positions.
Positions that are substantially similar with respect to the type and level of work to be performed, level of supervision received, qualifications necessary for successful job performance, and external market value (where relevant) -- and for which most of the responsibilities assigned are essentially the same -- will be in the same job. Except as provided for in Appendix Rule 24, an employee does not have the right to appeal decisions relating to the allocation or reallocation of positions.
(a) Every position must be allocated to the appropriate job by the respective agency, which may request technical assistance from the Commissioner. Each agency is responsible for ensuring that positions are allocated and/or reallocated to appropriate jobs within the agency. Allocations and reallocations should be reported in a manner prescribed by the Commissioner. Periodically, the Commissioner will:
1. Review allocations and reallocations to report the level of consistency in application across agencies and with the classification plan; and
2. Conduct statewide studies to analyze and report the extent to which the responsibilities assigned to positions reflect the responsibilities in job descriptions, and to confirm that substantially similar positions are classified in the same job.
(9) New, Changed, or Additional Positions.
Whenever a new or additional position is authorized or created by an agency or the responsibilities of an existing position are substantially changed, the agency should allocate or reallocate the position as provided above.
(10) Incumbents of Reallocated Positions.
When a filled position is reallocated from one job to another due to a reevaluation of the position or a change in job responsibilities, the incumbent, if determined as eligible for promotion, transfer, or demotion to the new job, may remain in the position at the discretion of the agency. The employment status of the incumbent who does not remain in the position will be determined in accordance with other applicable provisions of these policies.
PAR. 10.102. Conditional Promotion.
PAR. 10.102.1. If a license or certificate to practice is required as a part of the qualifications for a job or position, the appointing authority may determine a permanent or working test employee to be eligible for promotion to the job. The promotion shall be conditional upon acquisition of the required license or certificate. (08-27-98/09-09-98)
PAR. 10.102.2. A promotion under this provision shall not exceed twelve calendar months except when the employee through no personal fault has not had an opportunity to take the necessary examination for licensure or certification. In such case, the appointing authority may, upon written notice to the Commissioner, extend the promotion for an additional six months. (02-25-93/03-08-93)
PAR. 10.102.3. It shall be the responsibility of the appointing authority to advise the employee of the time required for obtaining the license or certificate. In the event the license or certificate is not obtained within the established time requirement or within the maximum time authorized for the conditional promotion, the employee shall be demoted, transferred or separated as provided in other provisions of these rules. (02-25-93/03-08-93)
PAR. 10.103. Promotional Certification. The appointing authority shall determine whether a candidate possesses the minimum qualifications necessary for promotion to a designated job. (08-27-98/09-09-98)
SECTION 10.200. TRANSFERS.
PAR. 10.201. In General. Any appointing authority may fill a vacancy at any time by the transfer of a permanent or working test employee from another position of the same job or from a position of a job on the same paygrade, subject to the limitations of this rule. In the case of a transfer within the department the status of the employee in the new position shall be the same as the employee's status in the position from which the employee transferred. If the transfer is to a classified position in another department, the employee shall be required to serve a new working test period. (Reference: O.C.G.A. 45-20-2 (16)). (08-27-98/09-09-98)
PAR. 10.202. Transfer To a Position of the Same Job. A permanent or working test employee may be transferred to any vacancy of the same job. (09-27-98/09-09-98)
PAR. 10.203. Transfer To a Position of a Different Job. A permanent or working test employee may be transferred to any vacancy in another job on the same paygrade just as if the vacancy were of the same job provided the appointing authority has determined that the employee meets the qualifications for the job, including any applicable performance test. (08-27-98/09-09-98)
PAR. 10.204. Reserved. (06-27-96/09-20-96)
PAR. 10.205. Interdepartmental Transfer. (Reference: O.C.G.A. 45-20-17) (09-08-92/09-21-92)
PAR. 10.205.1. An employee may be transferred from a classified position in one department to a classified position in another department provided the appointing authority has determined that the employee meets the qualifications for the new position. The applicable provisions of Rule 10 shall apply. (08-27-98/09-09-98)
PAR. 10.205.2. Prior to the interdepartmental transfer of an employee with less than five years of continuous state service, the department to which the employee is transferring may require the employee to execute a written statement acknowledging that a new working test period is required and that the employee retains no rights to any former job or employment in either department. If the department to which the employee is transferring fails to require such statement, the employee shall be considered a permanent status employee in the new job in the department to which the employee transferred. (09-25-97/09-25-97)
PAR. 10.205.3. An employee with five years or more of continuous state service who accepts an interdepartmental transfer shall be required to serve a new working test period in the job in the new department; provided, however, the employee shall retain permanent status rights to the last job in which the employee held permanent status that is on a paygrade lower than the job in the new department; and further provided that the job on the lower paygrade is utilized by the new department. (09-25-97/09-25-97)
SECTION 10.300. DEMOTIONS.
PAR. 10.301. In General. A demotion is the reduction of a classified employee to a position in a job on a lower paygrade. A demotion may be made as provided in Rule 15 or may be made on a voluntary or involuntary basis provided the employee has been determined by the appointing authority as possessing the qualifications for the position to which the employee is being demoted. An employee who is demoted shall retain the same status in the lower position as in the higher, except that an employee on working test who had earned permanent status in the lower class shall be entitled to the privileges that would have been accorded had the employee continued in the lower position. (08-27-98/09-09-98)
PAR. 10.302. Demotion of a Permanent Employee. A permanent employee may be demoted as set forth in Rule 15. (03-20-85/04-08-85)
PAR. 10.303. Voluntary Demotion. If for personal or other reasons, a permanent or working test employee prefers to be assigned to a position of a lower class, the appointing authority may make such demotion. (05-21-69/06-01-69)
PAR. 10.304. Involuntary Demotion.
PAR. 10.304.1. A working test employee may be demoted because of permanent status not being recommended, unfitness to perform assigned duties, negligence or inefficiency in performing duties or for misconduct or insubordination. The employee shall be notified of the action in writing but the action may not be appealed. (09-23-87/11-12-87)
PAR. 10.304.2. A working test or permanent employee may be demoted whenever the appointing authority deems it necessary by reason of shortage of work or funds or reorganization. Such demotion shall be made in accordance with Rule 19, Reduction in Force. (09-08-92/09-21-92)
SECTION 10.400. RELOCATIONS.
Any appointing authority may assign an employee from one duty station to another as a result of transfer, promotion, demotion or relocation of function. Such relocations, if costs are reimbursable under regulations promulgated by the Office of Planning and Budget, will be in accordance with the provisions of Rule 22. (08-27-98/09-09-98)
SECTION 10.500. POSITION LEVEL REDUCTIONS.
When an appointing authority, in accordance with Par. 4.701, determines that the responsibilities of a position have been reduced to the extent that the position would be more appropriately assigned to a job on a lower paygrade, the department head shall reallocate the position to the appropriate job. Such reallocation shall not be appealableto the Board, but the incumbent may request a review of the position level reduction as specified in Section 4.900. (10-23-97/10-27-97)
Authority O.C.G.A. 45-20-3; 45-20-3.1; 45-20-4.
