Promotion/Reclassification Process:

Illinois Human Resources, under the guidance of the Compensation, Classification & Career Architecture area, assesses the classification of a staff position primarily considering its assigned duties and responsibilities. When the duties evolve to align more with another classification, a position undergoes review, commonly referred to as an audit, to determine whether a promotion or reclassification is warranted.


When an existing position has evolved and is reassigned to a different level within the existing classification’s promotional line.


When an existing position has evolved and is reassigned to a classification which is a part of a different promotional line, or to a classification which is not a part of any promotional line.

In accordance with Civil Service System Rule 250.30 (j)(1), “An employee whose position is reallocated or reclassified shall be eligible for continued employment in the position that is reallocated or reclassified, provided the employee establishes eligibility for the new class. An employee may establish eligibility by meeting the minimum qualifications for the new class to which the position has been reallocated or reclassified and by passing an examination for the new class. The employee must complete a probationary period in the position in the new class.” A request to reallocate or reclassify any existing position may originate with the incumbent and/or the employing unit. Refer to the information below.

Processing After You Have Submitted Your Audit Request

Upon receipt and review of the reclassification/reallocation request, a position audit, and possibly exam, will be scheduled.

A classification specialist will interview the incumbent and the supervisor.

In approximately thirty days, the employing unit and the incumbent will receive notification of the status of the request.

If the position is approved for reclassification/reallocation, the incumbent must establish eligibility before she/he can be placed into the new classification.

The effective date of the reclassification/reallocation is the beginning of the pay period in which the audit was conducted providing the incumbent has passed the appropriate exam for the new class in a previous pay period. Otherwise, the effective date will be the beginning of the pay period immediately following the date the employee passes the exam.

If the position is retained at the current classification, or the incumbent is dissatisfied with the campus decision, she/he may appeal the decision to the State Universities Civil Service System. The request must be submitted within thirty calendar days of the receipt of the campus decision.

Note: Should the department be unable to support the reclassification or reallocation, the classification specialist will advise the department as to how the job should be restructured in order to conform to the incumbent’s current classification.