Statement, Definitions and Procedures
Promotion: A move to a new position with a higher salary grade which requires a competitive search or IDEAA waiver. The new salary cannot exceed the hiring max of the new salary grade or up to 15% of existing base pay, whichever is greater (not to exceed grade maximum).
Transfer: A move to new position in the same salary grade. Transfers do not require a salary change; however, where provided, changes in pay shall be based on the employee skill level, internal equity, and departmental funds. Salary increases cannot exceed the hiring max of the salary grade or up to 7.5% of existing base pay, whichever is greater (not to exceed the salary grade maximum).
Any employee moving from a union to a non-union position will be deemed to have transferred positions, regardless of any change in rate of pay.
Reclassification: The assignment of a position to a new job profile resulting from an ongoing, substantive change of up to 50% of a position’s current duties, but not a change in the volume of work. Reclassification may result in placement of a position into a lower pay grade, same salary grade (“lateral reclassification”), or a higher salary grade (“promotional reclassification”). A position with an incumbent employee cannot be reclassified prior to the employee’s successful completion of 12 months in the position, and will not be reviewed for reclassification more than once in a 12-month period.
- Lateral reclassifications do not necessitate a salary adjustment; however, when given, salary increases must comply with the guidelines established for transfers.
- Promotional reclassifications may result in salary increases which must comply with the guidelines established for promotions.
Demotion: A move to a new position in a lower salary grade or the reclassification of an existing position to a lower salary grade. Demotions do not necessitate a salary change unless the employee’s existing salary will exceed the maximum salary grade of the new position. The amount of any salary change that occurs in conjunction with a demotion will be determined by the department based on the core duties of the position as well as the employee's qualifications and abilities.
Salary reductions resulting from a demotion may not reduce the employee’s salary below the minimum salary grade of the new position.
The Department of Human Resources develops, administers, and interprets the University's compensation policies.
Contact the appropriate Client Services Partner if you have questions about this policy or if you would like more information.