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UT Dallas - Human Resources

New Position & Reclassification Job Audits

The Job Audit is the broad term used for the process that HR Compensation uses to determine the appropriate pay and title for new Classified positions; to “reclassify” existing Classified positions (when the nature of the position has changed significantly); and to establish the appropriate title for new A & P positions.  Reclassification is a part of that process referring to the audit of existing “classified” positions and the implementation of changes recommended as a result of that audit. You may also reference the Job Audit Flowchart PDF to visualize the process.

No Job Audit is required if an existing position is being replaced at the same title and pay grade (if applicable).

Reclassification Issues:

The President has expressed a strong preference that classified job audits be scheduled prior to the beginning of the annual budget process, with any resulting reclassifications to be effective the following September 1. A call for reclassification requests is sent to the campus in late winter/early spring each year.

Off cycle requests can take up to 20 work days to complete, which should be factored into a department’s plans for proposing an effective date for an off cycle reclassification. In accordance with State law, the effective date of the reclassification must be after the final approval of the action. In other words, there cannot be a retroactive salary increase associated with a reclassification.


Role of the Department in the Job Audit of a New  A & P or Classified Position

Role of the Department in the Job Audit and Re-"Classification" of an Existing Classified Position

Job Audit:


  • If reclassification is recommended, Compensation issues “Position Allocation Notice “ (PAN sample PDF ) to department and copy to Budget, assigning a new title, job class code and pay grade for the recommended reclassification
  • Department consults Budget/HR Guidelines to determine a proposed salary for reclassified position:
      1. Department completes “Personnel Action Form” (PAF) including required approvals,  to change the employees’ position number, title and salary as applicable
      2. When approved, department manager communicates information to employee(s)
      3. Submits PAF to HR Data Management by middle of the month to be effective during the current month
      4. There are no retroactive reclassification or other salary actions

Role of Compensation in a Job Audit for Classification of a New Position or Reclassification of an Existing Position

  • Upon receipt of the Position Description, HR Compensation performs a Job Audit:
  • Reviews Position Description and may contact the department with questions about the position, or if needed, set up an onsite Desk Audit of Position – this may include interviews with Department Manager and the Employee if reclassification
  • Analyzes the changes in the position and their impact on the pay grade and salary
  • Consults Compensation information on similar positions from internal sources, other universities and published salary survey sources
  • Determines and communicates recommendation for Title, Pay Grade and FLSA status via the Position Allocation Notice” (PAN) PDF

Contact Us

Click on the above link to view a list of Compensation staff that can assist you.