The government reclassified my job and it’s not fair

I am writing to express my concerns about the recent reclassification of my position and the broader issue of fairness in the decision-making process.

I have served in the federal government for more than 30 years and have consistently conducted myself professionally and in accordance with departmental policies and procedures.

Recently, my position was reviewed and reclassified. It was ultimately downgraded, and was the only one in my unit that was downgraded. This raises questions about consistency and fairness in the process.

Additionally, I understand that the assessment relied on classification standards originating from 1965, with the most recent update in 1972. These standards do not account for the technical, digital, and system-based competencies that are now integral to my role.

How can I formally challenge this decision? While I have contacted my union for assistance, based on past experience I am uncertain what outcomes to expect. I find this situation deeply discouraging and would like to understand what avenues are available to ensure a fair and transparent review.

Thank you for your time and consideration.

— a public servant struggling with reclassification

Having your position reclassified in such a way can be really discouraging. While classification can be an effective way of updating pay scales and job levels to better align with a department’s needs, it can be a frustratingly opaque process for employees. I can understand why you would want to ensure a fair and transparent review.

Since you have already raised the matter with your union, here are some additional steps you can take to challenge the decision.

Ask the right questions

I would continue the union route and make sure you ask the following questions:

• In comparing the old work description with the new one, what’s missing? Have certain responsibilities disappeared or were they downgraded by wording?
• How were my technical, digital and system-based responsibilities reflected in the evaluation, and what changed from the previous classification and why?
• Can you obtain the complete classification evaluation and identify precisely which elements resulted in the downward rating?
• Can you compare those elements with positions doing substantially similar work within and across departments?

Contact HR

At the same time, I would investigate whether there is a separate departmental classification-review process available to you.

My recollection is that there has historically been a mechanism by which an employee could request a review or audit of the position itself.

Such a process was often known by different names: an on-site review, desk audit or job-validation review. Regardless, I would ask your classification or human-resources office what the current process is called, who may initiate it, and whether you can request such a review simultaneously parallel to the union process.

Everything all at once

I would try to pursue these avenues concurrently rather than waiting for one to be completed before beginning the other. In particular, I would want the review to focus on the actual duties and responsibilities of the position and the work that is currently being performed. My understanding is that such a review is intended, among other things, to identify “missing duties” or poorly described work. And, where appropriate, corrective action may include revising the work description.

Of course, there is always a possibility that the reclassification decision is found to be valid. However, you were within your rights to seek a review.

Your circumstances do prompt legitimate questions about consistency within your unit, comparability with like positions, and whether the position has been assessed against the appropriate current standards. At the very least, you’ll find out if there is a clearly identified avenue for reconsideration if relevant duties or responsibilities were overlooked or insufficiently described.

I hope this helps. Please take good care of yourself as you work through this process. Don’t hesitate to seek help. And, remember that a reclassification is about the position; it isn’t about your performance. Your 30 years of dedication to public service are admirable and appreciated.

Sincerely,

— V. C. de la Ronde, Public Service Confidential