Posts filed under ‘5. Reassignment and Reclassification’
Reassignments
Reassignments
REASSIGNMENTS: These are actions involving current employees. They typically fall into one of two categories:
A transfer is a reassignment into an identical or virtually identical position. A transfer usually does not cause a pay adjustment. Transfers may be within a program (for example, to adjust an employee’s shift and/or FTE) or between programs (for example, to move an employee from RA duties at Clark Center to RA duties at Jean’s Place). Transfers within a program are entirely at the discretion of the Program Director. Transfers between programs require the concurrence of both Program Directors involved and the approval of the Executive Director. A transition plan must be implemented addressing such matters as conclusion of obligations to the relinquishing program, performance appraisal change-of-rater adjustments, etc.
A promotion is a reassignment into a different position at a higher pay scale. These may also be within a program or between programs. Promotions result from (a) a current employee’s voluntary participation in either the internal or external hiring process for a vacant position or (b) a reclassification action that determines a position has evolved to one of a higher classification. In the former case, employees in promotional assignments will perform a six-month trial period as discussed in the section above, and will receive 3- and 5-month performance appraisals in the new assignment. In the latter case, trial period may be waived if the reclassification authority determines the incumbent has already demonstrated competence in the position.
Employees accepting reassignments from one program to another are ineligible to seek further reassignment for six months.
Reclassifications
Reclassifications
Positions evolve over time. Too, as employees gain confidence, experience, and expertise, their actual duties performed and level of performance may transcend the boundaries of their nominal position. When there is evidence of either significant position evolution or performance evolution, concerned employees or managers may request a reclassification review.
Both the incumbent and the immediate supervisor, working independently, will complete a job inventory listing all essential duties, required skills, education, competencies and abilities, and outcome expectations for the position as it is currently performed. The Executive Director and/or Human Resources Director, acting as Reclassification Authorities, will analyze these inventories and determine whether the job should be adjusted to another classification.
If the position is adjusted to another classification, the incumbent will automatically be adjusted (promoted) at the same time. Because the incumbent has already been performing the duties, trial period may be waived at the recommendation of the supervisor concerned and approval of the Executive Director. If it is determined that performance at the higher level of classification had been ongoing, promotion and pay adjustments may be made retroactive for up to six months.
Should the Reclassification Authorities determine that some duties transcend the current position classification but not enough to justify a position reclassification, they may direct that the duties inconsistent with current classification be removed.