> ## Content Index > Fetch the complete content index at: https://www.raincrossgazette.com/llms.txt > Use this file to discover other available public pages before exploring further. # Riverside HR Board Approves First Reclassification Policy Overhaul Since 2014 - URL: https://www.raincrossgazette.com/riverside-hr-board-approves-first-reclassification-policy-overhaul-since-2014/ - Published: 2026-09-22T12:00:18.000Z - Updated: 2026-09-22T12:00:22.000Z - Description: The revised policy spells out when positions qualify for reclassification and how approved changes affect employees' pay and status. - Author: Micaela Ricaforte - Tags: City Hall Riverside has updated the process city employees and departments use to request changes to a position's classification, adding clearer eligibility rules, a standardized annual review cycle and more detail about how approved changes affect employees' pay and status. The Human Resources Board approved the revised policy without opposition Monday, Sept. 14\. It was the first update to the city's reclassification policy since December 2014. Reclassification allows the city to move a permanent position from one classification to another when its duties, responsibilities or qualification requirements have changed significantly. The process can result in a position moving to a higher, lower or equivalent salary range — or remaining unchanged if Human Resources determines its duties still fit its current classification. Senior Human Resources Analyst Daisy Morehouse told the board that the revisions bring the policy in line with the city's current practices while giving employees and departments clearer guidance. "The policy now includes defined sections, creating a more organized structure and strengthening several key areas of the process," Morehouse said. Under the revised policy, a position may be considered for reclassification when its duties and responsibilities have permanently evolved beyond its current job description, when a department is reorganized or when technological or regulatory changes have substantially altered the position's requirements. A position may also qualify when an employee is transferred between departments or divisions for the city's convenience. The distinction is notable following [a recent city investigation into Riverside's Community and Economic Development Department](https://www.raincrossgazette.com/city-investigation-finds-director-created-hostile-workplace-city-manager-discouraged-complaints/), which described [conflict over proposed transfers of employees who had active complaints](https://www.raincrossgazette.com/riverside-taps-two-retired-city-managers-as-interim-economic-development-deputies/). The revision addresses only whether a transferred position should be reclassified — not whether the transfer itself was appropriate. The policy materials do not connect the revision to the CEDD investigation. Reclassification cannot be used to reward strong job performance, respond to a temporary increase in workload, address recruitment or retention problems or bypass other personnel procedures, such as promotions and demotions. Employees occupying positions under consideration must meet the minimum education and experience requirements for the proposed classification and have satisfactory job performance. Employees with performance deficiencies or active disciplinary actions are not eligible until a supervisor or manager determines the performance or conduct has improved. A department head may approve or deny a request initiated by an employee or department through a classification study request form, but approval only allows the study to move forward — it does not authorize the reclassification itself. Denials are forwarded to Human Resources with an explanation, and Human Resources notifies the employee. One board member asked whether a department could both submit and approve its own request; staff confirmed approval only initiates the process. After receiving an approved request, Human Resources conducts a classification study. The review may include interviews, a desk audit, a questionnaire or an outside consultant's evaluation. Human Resources then submits its findings and recommendation to the city manager's office, which makes the final decision. Approved changes are incorporated into the department's annual budget proposal. Requests involving filled positions will generally follow an annual cycle aligned with the city's July-to-June fiscal year and budget process, with a submission window near the beginning of a fiscal year for changes proposed for the following year. Approved reclassifications will take effect during the first pay period that includes July 1, with findings released at the same time across departments — a change intended to make the process more consistent. The city manager, human resources director or a designee may authorize an off-cycle study in special or time-sensitive circumstances. Reclassifying a position into an existing city classification does not require City Council approval. Council approval is required when Human Resources recommends creating an entirely new classification and salary range. In those cases, the change would take effect at the beginning of the pay period following council approval. Retroactive reclassifications are not permitted. For an upward reclassification, the employee moves to the closest higher step in the new salary range that provides at least a 5% increase, without exceeding the range's maximum. The employee's next merit increase and performance review dates are set one year from the reclassification's effective date, and no new probationary period is required. For a lateral reclassification, salary remains unchanged. A downward reclassification may allow the employee to retain their current salary, move to the nearest step in the lower range or be reduced to the new range's maximum, depending on where their existing salary falls. In limited cases involving a pay discrepancy of 5% or less, an employee may be allowed to remain temporarily above the new salary range through a "Y" rate. That arrangement requires approval from the department head, human resources director and city manager. The policy adds a separate process for vacant positions. Departments seeking to reclassify an unfilled position must submit the same classification study request form, but an approved change would take effect at the beginning of the first pay period following approval by the city manager's office rather than waiting for the next fiscal year. During the meeting, one board member suggested revising language that referred to an employee "being considered for reclassification," noting that the position — not the individual employee — is technically being reclassified. Morehouse said the employee-focused language was intended to ensure that an incumbent meets the qualifications for the new classification and thanked the board member for the suggested clarification. City staff reported no fiscal impact associated with approving the policy revisions.