1. Section 4: Transfers, Promotions, Demotions and Reclassifications >>
A.
Definitions
B.
General Policy
A.
Definitions
1.
A transfer is the movement to another job that is previously established through an approved personnel requisition, has the same salary
range and may involve a salary increase. A transfer may result in a title change.
2.
A promotion is the movement to another job in a higher job classification and will result in a title change. There are two types of promotions.

Market-based promotions occur when an employee assumes another job that has a higher value in the marketplace and has been assigned
a higher salary range.

Contribution Level promotions occur when an employee assumes another job that has been assigned a higher contribution level and a higher
salary range in the job classification system.
3.
A demotion is the movement to a job with a lower salary range and/or lower contribution level. A demotion may result in a title change and
may involve a decrease in salary.
B.
General Policy
1.
Job vacancies are posted and may be found on the University's employment opportunities web site and some are listed in the Gazette.
2.
Staff members are encouraged to maintain an awareness of vacancies and to seek job opportunities for which they qualify. An expression of
interest in a transfer or promotion, either by submitting an application as a result of a job posting or through discussions with a staff member's
supervisor, will in no way have any adverse effect on the status of the staff member's current position. Every effort is made to fill vacancies
with qualified staff from within the University.
3.
The University may initiate transfers, promotions or demotions at any time in response to the needs of the organization and the needs of staff
members.Staff members must have been in their present position for a minimum of twelve (12) months before they are eligible for selfinitiated transfer, promotion, or demotion. The supervisor can waive the waiting period.
4.
Demotions of staff members to positions involving less responsibility, skill or compensation must be fully documented and reviewed with a
representative of the divisional Human Resources Office before implementation.
5.
Staff members who activate self-initiated transfers and promotions resulting specifically from applying to a job posting or who have taken a
demotion will enter into a 120 calendar days introductory period for the new position. If a staff member does not successfully complete this
120-day period, the staff member may apply for other open positions within the University; however, there will be no guarantee of continued
employment. Staff members have 30 days from notification of failure to complete successfully the introductory period to find a University
position for which they are qualified and accepted. The staff member may be scheduled to work during the notice period or may be paid in
lieu of notice. An individual who has not accepted a University position within the 30 days will be terminated.
6.
The divisional Human Resources Office will coordinate reference checks, transfers, promotions, demotions and reclassifications.
7.
When a staff member moves to a new position, relevant human resources forms and records are to be sent to the appropriate divisional
Human Resources Office.