Jobs change over time. If a position changes significantly, it may need to be reclassified. Whether a job is reclassified as a reallocation or as a change in allocation depends upon how the change took place.
Q. What is a change in allocation?
A. A change in allocation means reclassification resulting from abrupt, management-imposed changes in the duties and responsibilities of a position. (Minnesota Statues 43A.02, subdivision 9)
Clarification: The change is abrupt and typically due to reorganization or management assignment, at a specific point in time, of a distinct set of responsibilities that directly affect the kind and/or level of work performed. There is a substantial decrease in or addition of new and different duties to those originally in the position when the incumbent entered it.
Q. What is a reallocation?
A. A reallocation means reclassification resulting from significant changes over a period of time in the duties and responsibilities of a position. (Minnesota Statues 43A.02, subdivision 35)
Clarification: The change of the work is gradual and typically a function of a changed level of responsibility and employee freedom to act. In other words, the employee grows in the job. The change is evolutionary and generally includes more responsible and/or increased or decreased duties due to shifts in size or diversity of the program in which the employee works. Changed duties are similar to but at a different level than those originally assigned to the position when the incumbent entered it.
Note: While this issue tends to be seen in terms of upward movement of positions and employees, it should be emphasized that changes in allocation and reallocations can also result in positions being reclassified to lower or similar (transferable) levels.
Q. What are the effects of the determination?
A. The distinction between reallocation and change in allocation affects the opportunities of the incumbent to remain in the position once it has been reclassified. Typically, contracts provide that positions that are changed in allocation are declared vacant.
Reallocated positions are not considered vacant. Posting, bidding, and job-filling requirements of contracts or plans do not apply. This is called a non-competitive promotion. The incumbent of the reallocated position is generally expected to be appointed to the new class via the non-competitive promotion outlined above (if reallocation is to a higher class) or by transfer or demotion (if reallocation is to a transferable or lower class).