Job changes can occur for a variety of reasons, including promotions, reclassifications and lateral job changes. If the core duties of a job change due to operational needs, the supervisor should submit the updated job description to Human Resource Services for review. Once received the job description is reviewed to determine if the position is properly classified or if there is no classification change, if the position should becompensated differently. Additionally, adesk auditmay be performed to assist in determining proper classification. A civil service employee also has the right to request a desk audit. The university has a legal responsibility to properly classify positions, so a supervisor cannot deny such requests. However, if there is insufficient funding to reclassify the position the additional duties must be removed to retain the original classification.
Types of Job Changes
This following are definitions of the common types of job changes.
A promotion is the appointment of a current employee to a position in a different classification having a higher maximum rate of pay. Promotional increases are used to reward significant growth in responsibility and accountability.
Reclassification or Reallocation
Reassignment of an existing position within or outside a promotional line.
A lateral job change is defined as a move to the same classification (same job code and job title) outside of your current department. In general, there would be no change in pay unless it causes an internal equity issue within the hiring unit or there was a change in scope and responsibility that did not result in a change in class, but results in a higher level of responsibility.
The appointment of a current employee to a lower classification as a disciplinary measure shall result in a reduction in salary to the appropriate lower rate in the new salary range.