Reassignment

Termporary or Lateral Reassignments on campus.

A Reassignment may be temporary or lateral. When a staff member is assigned by a manager to perform the duties of a higher classification or skill level on a temporary basis, it is referred to as a Temporary Reassignment. When a staff member is assigned by a manager to another position in the same classification and skill level as the employee's existing classification and skill level, it is referred to as a Lateral Reassignment.

Reassignments can be accessed via the Classification/Compensation Action Request SystemOpens in new window .


Temporary Reassignment

A staff member may be temporarily reassigned by a manager to perform the duties of a higher classification or skill level. A staff member assigned to the higher classification must possess the minimum educational/experience qualifications for the classification as described in the Classification and Qualification StandardsOpens in new window . Generally, a staff member must be performing the full range of duties of another position classification or skill level to be eligible for a temporary reassignment.


See the applicable collective bargaining unit agreement for information regarding the maximum length of the temporary assignment, the number of day’s notice that a staff member must be provided before the reassignment can be made effective, and any requirement for a minimum percentage salary increase for a temporary assignment into a classification that has a higher salary range. In some cases, an increase of greater than the minimum may be required in order to place the salary at the minimum salary rate (this information does not apply to positions within Unit 8; please see Article 15 “Out-Of- Class Work” for these positions).


If a staff member has been temporarily assigned additional responsibilities, but the overall duties and responsibilities of the position remain the same, then another compensation option may be considered such as a Stipend.


A Temporary Reassignment would ordinarily be appropriate when either:

  1. An employee in a lower classification performs the full range of duties of a higher classification while the employee who occupies the position in the higher classification is on a temporary leave of absence and is expected to return to the position.
  2. An employee in a lower classification performs the duties of the higher classification while recruitment is conducted for the position in the higher classification.

A Temporary Reassignment would not ordinarily be appropriate when:

  1. The additional duties will not necessitate movement to a higher classification.
  2. The assigned duties will be permanent.
  3. A classification review has been initiated or will be initiated.
  4. A salary stipend would be appropriate (Refer to Stipends).

Process for Initiating a Temporary Reassignment

  1. A manager may initiate a temporary reassignment by completing a Reassignment Request/Supervisor Update form, and an updated position description, if applicable, through the required divisional channels, and send these to HRDI, Classification and Compensation.
  2. HRDI, Classification and Compensation will evaluate the request. If the request meets appropriate guidelines, HRDI, Classification and Compensation will obtain the employee’s signature on the Reassignment Request/Supervisor Update form, provide copies to the appropriate management, and place a copy in the personnel file. HRDI, Classification and Compensation will also prepare a Personnel Action Notice (PAN) to be forwarded to Payroll and notify “CMS Pos Mgmt” of any updates to CMS.

Lateral Reassignment

Employees may be reassigned to another position in the same classification and skill level as the employee’s existing classification and skill level. This is referred to as a Lateral Reassignment.