Human Resources

Staff Position Changes

Origination Date: 10/1/93
Revised: 1/1/2000, 6/01/2018, 07/20/2026
Applicability: Classified Staff and University Staff

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Definitions

Classification Strategy: The systemic process of grouping jobs into categories based on duties, responsibilities, required skills, and qualifications.

Compensation Strategy: The systemic framework for paying employees, defining how salaries, benefits, and other rewards are determined and distributed, ensuring fairness, competitiveness, and alignment with University goals.

Staff: Positions in either the Classified Staff or University Staff employment categories.

Policy

Section I: General

A. Staff may be assigned a different position and/or job title, either permanently or temporarily.

B. Position changes must be in compliance with the Classification and Compensation Strategies and applicable procedures, including consultation with Human Resources.

C. The employee must be in good standing and not currently involved in any disciplinary process to be considered for a position change.

D. A pay adjustment may or may not accompany a position change.

E. Exceptions to this policy must be approved by the Chief Human Resources Officer or designee.

Section II: Permanent Position Changes

A. Staff may be assigned a permanent position or title change due to a substantial change in job responsibilities, or change to the University’s organizational, financial, or operational needs.

B. If an employee leaves the position during the course of a position change review, the employee is not eligible to receive back pay or compensation that may have resulted from that review.

C. A Classified Staff position change that includes a change in pay will change the employee’s employment category to University Staff unless the employee in notified in writing by the Chief Human Resources Officer or designee that the employee will remain Classified Staff in the new position.

Section III: Temporary Special Assignments

A. Staff may be reassigned to a temporary assignment that is outside of their regular position to fill University staffing or business needs.

B. A special assignment does not, in any way, guarantee the special assignment position to the employee on a regular basis.

C. The special assignment does not confer any preference to the employee in competing for the position, if and when a regular opening occurs.

D. A special assignment will be for a minimum of ninety days, and last no longer than required by the original staffing or business need.

E. An employee on special assignment may be returned to their regular position assignment at any time.

F. When a special assignment is completed, the regular employee will return to their former job position, pay grade, and pay rate, including any pay increases for which they became eligible during the special assignment.

Related Information*

ABOR Policy 6-901, Salary Increases

Internal Mobility and Noncompetitive Selection

Staff Position Classification and Compensation 

Staff Pay Administration

Policy History*

07/20/2026: Policy revised. Formerly titled “2.05 Reclassification and Salary Adjustment”. Policy 1.07 Special Duty/Interim Assignment and Reassignment was moved to Section III of this policy.

06/01/2018: Policy revised.

01/01/2000: Policy revised.

10/01/1993 Policy adopted.

 

*Related Information and Policy History are solely for the user’s convenience and are not part of the official University Policy.