3.61 / Workforce Transitions

  1. Purpose

    The purpose of this policy is to provide guidance for Workforce Transitions.

  2. Policy Statement

    Wichita State University (University) is committed to the optimal utilization of Employees’ skills and talents by providing opportunities for Workforce Transitions within the University. This does not include situations in which Employees are moving to or from an affiliated organization.

    Leaders are encouraged to consider Employees for appropriate Workforce Transitions within the University, because this provides Employees an opportunity for career growth, advancement, or personal fulfillment. A Workforce Transition is based on job qualifications and department business needs.

  3. Definitions

    (for the purposes of this policy only)

    • Employee: An individual who, when hired, provides services on a regular basis in exchange for compensation, receives a W-2, and who does not provide these services as a part of an independent business. For purposes of this policy, this includes only benefit eligible Employees.

    • Leader: Includes individuals at the University who have Employees reporting to them, or Department Chairs/Directors.

    • Workforce Transition (could be one of the following):

      • Demotion: Movement to a position classification in a lower pay grade or a pay grade with a lower midpoint.
      • Promotions: Movement to a position classification in a higher pay grade or a pay grade with a higher midpoint, based on the increased scope of responsibility, which requires more advanced skills, education, or certification.
      • Transfers: Movement to a position classification in a similar pay grade or a pay grade with a similar midpoint.
  4. Administrative Procedure

    1. Vacant position must be posted using the University Applicant Tracking System (“ATS”). Employees must apply in the ATS to express interest in a vacant position.
    2. Employee must be in good standing with no corrective action or sanction(s) during the previous twelve (12) months to be eligible for a Workforce Transition. Exceptions may be granted at the discretion of Human Resources and the Hiring Leader.
    3. Employees are strongly encouraged to notify current Leader if they are being considered for a Workforce Transition.
    4. The Hiring Leader consults with Employee’s current Leader for a reference check. The Employee performance, as it pertains to the position the Employee is applying for, should be discussed or considered.
    5. The Hiring Leader negotiates a start date of the new position with Employee’s current Leader. The start date should be within thirty (30) days.
    6. Effective date of all changes related to a Workforce Transition is the first day of a future pay period.
    7. If appropriate, a salary review and/or adjustment may be made. In determining an appropriate rate of pay, criteria such as pay equity with other employees in the new position classification; the qualifications and experience of the Employee; and timing of future increases are reviewed. Human Resources determines the amount of any pay rate change in consultation with the Hiring Leader.