CAUSE unionization update: Position descriptions
April 17, 2026
We have received multiple questions regarding reviews of position descriptions (PDs) before a finalized Collective Bargaining Agreement is entered into. To help all employees understand what changes can be made during the “status quo” period, we wanted to circulate the below information.
Position Descriptions
Q: What happens if the position is vacant?
If a position is vacant and was not previously by someone in the union, the University may update or correct the position description before posting or refilling the job. Because no one is currently in the position, these updates do not affect an employee’s terms and conditions of employment. However, if a position was previously filled by someone in the union, we may need to discuss any changes to the position with the union.
Q: If a position is currently within the union, can a position description be changed right now?
In most cases, no changes can be unilaterally made to positions within the union during this period if the changes would:
- Alter job duties,
- Change working conditions, or
- Affect whether the position is included in a bargaining unit.
If a PD does not reflect actual duties, that issue can be identified and documented, and communicated to Human Resources or Labor & Employee Relations, even if the correction cannot be implemented immediately.
Q: What is a position description (PD)?
A position description outlines the main duties, responsibilities, and expectations of a job. It helps the University understand what work is assigned to a position and is used for hiring, evaluation, and classification purposes.
Q: Does reviewing a PD mean my job is changing?
No. A PD review by itself does not change your job duties, pay, or status. Any changes that would affect employees must follow appropriate processes and legal requirements. In other words, any changes to the "terms or conditions of employment" needs to be bargained.
Q: What if I think my position description is inaccurate?
You may raise questions or concerns with your supervisor, Human Resources, or Labor & Employee Relations. Reviewing PD accuracy is appropriate, even if changes cannot be implemented right away.
Q: Who can I contact with questions?
Contact Labor & Employee Relations (ua-ler@alaska.edu)
Conducting Performance Reviews
Q: Can supervisors conduct annual performance reviews as they always have?
Yes, supervisors should conduct performance reviews consistent with prior practice, including:
- Using the same evaluation tools or forms;
- Reviewing performance against existing job expectations; and
- Following the usual timing and procedures.
Q: May supervisors rate performance as “meets,” “exceeds,” or "needs improvement"?
Yes. Standard performance ratings may continue to be used, consistent with past practice.
Q: Can performance review criteria or forms be changed right now?
Generally, no. Changes to performance review criteria, rating systems, evaluation forms, or processes that could affect terms and conditions of employment should not be implemented unilaterally during this period. If a supervisor believes the rating system is no longer accurate or wants to make changes, please reach out to Labor & Employee Relations as soon as possible. We may need to reach out to the Union to discuss those changes before implementation.
Q: Can supervisors document performance issues or concerns?
Yes. Supervisors may and should document performance issues, provide coaching, and set expectations consistent with past practice. Documenting performance is appropriate and important.
Q: Can a performance review be corrective or critical?
Yes. Performance reviews may reflect areas for improvement and identify performance concerns, provided they are factual, job‑related, and consistent with prior practice.
Supervisors are encouraged to contact Labor and Employee Relations (ua-ler@alaska.edu) to ask questions early before making changes or taking action.
Q: Who should I contact if I have questions about performance reviews during this period?
Questions? Contact UA Labor Relations at ua-ler@alaska.edu.