HR-207 Office/Technical Hiring/Transfer/Reclassification
This policy is currently under review.
Guidelines for salary recommendations for hiring, transfers and reclassifications made by Human Resource Services are based upon class specifications for the position and the qualifications of the individual. Salary offers and adjustments to current salaries will be based on qualifications, market and internal equity considerations.
Lower to Higher Range
Salary recommendations made by Human Resource Services are based upon the classification specification for the position and the qualifications of the individual. An employee who has completed his/her probationary period and who is promoted should receive a minimum increase of 5 percent or an adjustment equal to that required to bring his/her salary to the new range minimum, whichever is greater. Salary offers will be based on qualifications, market and internal equity considerations. In no case should the increase result in pay above the maximum of the new range.
Employees who transfer from one position to another in the same title should not receive an increase in base pay. Employees who transfer from one position to another position with a different title may receive a higher rate based on qualifications, market and internal equity considerations.
Higher to Lower Range
If an employee transfers to a job which has a lower salary range, he/she will be moved to a rate within the new range, but no lower than the range minimum.
In all cases, the new wage rate will become effective at the beginning of the pay period in which the transfer occurs or the date the reclassification request is approved by Human Resource Services. If extenuating delays are caused due to no fault of a department or employee, Human Resource Services may approve an earlier effective date not to exceed 30 days retroactive from the date of approval. Exceptions to any of the provisions to this policy must be approved by UM Human Resource Services.
Date Created: 9/26/97