A competitive event (promotion) occurs when a Ģ����ý employee applies for a posted/advertised vacant position on campus and is the selected candidate.

A position reclassification can occur when there is a substantive increase in the scope and/or complexity of the job may result in a reclassification (also referred to as reallocation for SHRA positions). A reclassification occurs when there is a progression of a specific position due to changing business needs, shifts in organizational structure, or other operational factors that result in requirements for higher-level work.

A competency level change occurs when an SHRA position has evolved and work is being performing at a higher competency level and is a required business need.

A change based on additional job duties if there is a substantial increase in the scope and/or complexity of the position that might require a salary increase. This may or may not require a reclassification or competency level change depending on the additional job responsibilities and classification.

Note: Such an increase may not be justified solely on the basis of increased work volume within the scope of the existing position.

An equity increase addresses documented pay disparities when employees in the same classification, role, or competency level perform comparable work at a similar level of competence but receive lower compensation without an apparent justification.

Market increase are used to address salary in comparison to the market or “labor market,” which is defined as the area within which employers compete for labor. The market is composed of those institutions, businesses, and organizations from which University departments recruit or would logically recruit job candidates. The funding must be available and the market adjustment should not create other internal equity issues.

An FTE change is an increase or decrease in weekly hours worked (e.g., part time to full time) with a corresponding change in salary.

A change in months per year is an increase or decrease in the months worked during the year (e.g., 11 months to 12 months) with a corresponding change in salary.

A temporary/interim adjustment may be considered if an employee is performing the additional responsibilities of another position with higher level responsibility or significantly different responsibilities. Temporary/Interim adjustments may only be for a short period of time and are not intended to be lieu of filling a full-time position. The salary will revert when the temporary duties cease.

Temporary/Interim Adjustments will not be implemented for a timeframe less than two months or lasting longer than six months without additional compelling justification and approval.

A retention adjustment may be considered if an employee has a documented offer for a comparable position (i.e., not an obvious promotion), and the employee has skills or knowledge that are critical to the University that would be difficult to replace.

A horizontal/lateral transfer occurs when an employee applies for and is selected for a new position that is posted/advertised with the same classification and/or salary range. This type of change may or may not result in a salary change based on the applicable pay factors.

Consider what has changed. Reporting structures, primary job duties, job scope, and even required knowledge, skills, and abilities may change over time as department and business needs evolve. Changes to scope of responsibility must be able to be clearly documented.

Document changes in an updated job description. When developing the job description, it is important to clearly identify and define what has changed in the position (e.g., additional duties, increased competencies, etc.). A well-constructed job description provides a clear picture of the expectations for an employee or candidate. If you need a copy of the current job description, contact the Office of Human Resources Classification and Compensation area.

Not all changes require a salary adjustment. Review the types of permissible changes to see if it constitutes a potential salary change. If a salary changes is needed, funding must be identified. Consult with the Divisional Business Officer in your area. All salary changes require review by the Office of Human Resources Classification and Compensation area.

Submission of a PARF (Position Acquisition Request Form) containing the necessary information and approvals is required for all reclassifications and other changes for employees. This request should provide a clear outline of what has changed as the basis for the request.

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In addition to the PARF an updated job description and any supporting documentation that supports the request should be attached to the PARF and/or submitted to the Office of Human Resources Classification and Compensation area. Any requests for change will not be implemented until all necessary documentation is received and reviewed.

The PARF goes through various levels of approval and concludes with review/approval by the Position Review Committee (PRC) and the Chancellor. Once all approvals have been obtained the Hiring Manager will be notified by the Office of Human Resources that the request for the change has been approved and received any necessary information regarding next steps.

Once all approvals are obtained there may still be final processing steps before a change can be effective. The Office of Human Resources is committed to moving the request forward as quickly as possible, but we ask for your patience. Changes will typically occur as of the 1st of the Month of the next applicable payroll cycle.

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