Relevant Personnel Policies

All appointments to positions in the classified service must be made under one of the official titles as approved in the Pay Plan; must be in pay grade as defined; and must be within that approved range.

Vacant Positions

All regular non-faculty vacancies are posted in the Employment Opportunities Bulletin which is posted weekly. Vacancies must be posted by the Human Resource Services Office for a minimum of five working days before a job offer can be made.

New Positions

All new classified positions which do not appear in the institutional budget, regardless of source of funds, must have prior approval from the Office of the President. A HRM-4 and questionnaire must be submitted in order to create a new position and gain approval.

New Employees

New employees are normally employed at the entry level of the classification to which they are appointed. Any exception must have prior approval by the appropriate Vice President before a job offer is made.

Reclassification

Reclassification is based solely upon significant changes in duties and responsibilities of a position and not the person filling it. In determining the proper classification title assignment, the position is evaluated and analyzed. The Questionnaire should be submitted to the Office of Human Resource Services for review as to the position's relationship to other comparable jobs within the Health Science Center. The position will be reclassified if warranted and the department notified of approval or disapproval. If approved, the Office of Human Resource Services, with the assistance of the standing classification committee, will determine the proper classification, rate of pay, and effective date.

Promotion

A promotion is a change in duty assignment of an employee from one classification to another classification with a higher salary range. To be considered for a promotion, an employee must meet the minimum qualifications or have clearly demonstrated the ability to perform the duties of that classification.

Transfer

A change of duty assignments encompassing the same pay grade, level of duties and responsibilities within the same departmental unit or another department within the Health Science Center. No pay increase will be allowed at the time of transfer.

Demotion

A demotion is a reassignment to a position classification having a lesser level of duties and responsibilities and a lower minimum and/or maximum pay grade. The employee's salary may be reduced to an appropriate level within the new pay grade, as agreed upon by the Department Head and the Executive Director of Human Resource Services/ EEO.

Merit Increase

It is the policy of the Health Science Center to reward employees that consistently perform above the standard level. Each merit request must be submitted to the appropriate Vice President for approval. The number and other limits to the merit program will be based on the institution's ability to provide budgetary support.

Maximum Rates

In no case may an appointment or change in salary be made above the maximum for the class as approved in the Pay Plan.

Alien Employment

Aliens cannot be employed in any capacity until they have been certified by the Immigration and Naturalization Service as being eligible for employment. Certification must be obtained prior to a job offer. Aliens cannot be processed by the Office of Human Resource Services until certification is granted.

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