A transfer occurs when a classified employee (“employee”) is appointed to the same or similar position within same or different department. Most transfers will occur as a result of a job posting. There are three (3) types of transfers; lateral transfers, voluntary transfers and involuntary transfers.
Employee may be eligible for a transfer, if the employee has satisfactorily met all of the following:
1. Successful completion of a probationary period of 180 days (University's Employee Classification-Probationary Service Required, HOOP, Section V, Chapter 1,3.1) with no disciplinary action beyond a verbal warning and/or has not been on a performance related action plan as a result of unsatisfactory performance during the past annual review period in their present position.
B. Types of Transfers
1. Lateral Transfer
The following conditions constitute a Lateral Transfer:
a. An employee transfers to a position with the same title, or the same salary range, if the title is different.
b. No immediate salary action is to be taken. The base salary of the transferred employee will be reviewed during the normal common review process.
C. Voluntary Transfer:
The following conditions constitute a Voluntary Transfer:
1. When an employee elects to apply for a position and is selected for the job which has a lower salary range than his/her current position.
2. When an employee actively accepts an open position in a lower salary range because of position elimination due to restructuring, reclassification, or reduction in force (University’s Reduction in Force Policy HOOP; Section V, Chapter 10).
3. The employee’s base salary should be established within 10% of the new job’s salary range, not to exceed the salary range maximum of the new position.
D. Involuntary Transfer:
The following conditions constitute an Involuntary Transfer:
1. When an employee is transferred to a higher/lower level position due to position elimination as a result of restructuring, reclassification, or reduction in force (University’s Reduction in Force Policy HOOP; Section V, Chapter 10).
2. The employee will maintain his/her current base salary and follow the normal common review process.
3. If the employee’s salary exceeds the maximum salary range of the new position, then the employee’s salary should be “red circled” until the maximum of the salary range is increased and exceeds the employee’s salary.
E. Process for Transfers
1. The hiring official must follow the respective Hiring Process.
2. The hiring official must verify that the eligibility criterion for the employee’s promotion has been met, including to verifying the employee’s past work performance.
3. After an employee has been reviewed and approved by HRS for transfer, the Directors/Managers of the respective departments will determine a mutually acceptable transfer date. The employee does not decide the starting date.
4. After an employee has been reviewed and approved by HRS for promotion to another department, the Directors/Managers of the respective departments will determine a mutually acceptable transfer date. The employee does not decide the starting date. The receiving supervisor should also receive a completed performance evaluation, from the current supervisor, on the promoted employee by the agreed upon promotion date or no later than 30 days after the effective date of promotion.
5. The employee will experience a new 180 day Probationary Period. The probationary period is established to ensure that the employee selected for the new position is qualified and can meet the minimum performance standards for that position (University's Employee Classification-Probationary Service Required and Probationary Policy for Transfer, HOOP, Section V, Chapter 1.3.1 and 1.3.2).