Career Shift to a New Classification

To recognize a career shift to a new classification at the same or lower pay level (whether same or different function/family), demonstrated by significant and sustained changes involving different duties, key areas of responsibilities, changes in scope, and to the extent that the key areas of responsibilities of another classification have become the best fit overall for the work performed.

Requests for a career shift may be initiated by the staff member, the department or jointly and are submitted to the college/division (org). Denial of a request for a change in classification would follow the existing procedures for classification review within the org.

The new duties and responsibilities should be performed for an appropriate period of time that is sufficient enough to evaluate the employee’s performance and continuing success in the role. The period of time necessary for evaluation is at the discretion of the college/division.  The new responsibilities must not have been recognized in previous classification and/or compensation decisions.

Approval of the new classification by University Human Resources is required to assure the correct University classification is assigned. The procedures for requests, approval and appeal of classification change/review are outlined in the University Operations Manual, Part III Section 3.4.  A Merit to P&S career shift requires approval by the Board of Regents Merit System Office.

Salary change is dependent upon the type of career shift change, the relative position to the median zone, consistent with the responsibilities and performance of others within the same budgetary unit.

Type of career shift/classification change If the current salary is below or within the new median zone If the current salary is above the new median zone (salary cannot exceed market range maximum)
Career shift/ change to classification at the same pay level 0-5% salary increase 0-5% salary increase, not to exceed market range maximum; if the employees responsibilities, performance and market analysis support a salary above the median zone, a salary increase may be approved by University Human Resources, not to exceed the market range maximum
Career shift/ change from Merit classification 0-5% salary increase 0-5% salary increase, not to exceed market range maximum;  if the employees responsibilities, performance and market analysis support a salary above the median zone, a salary increase may be approved by University Human Resources, not to exceed the market range maximum
Career shift/ change from SEIU classification 0-10% salary increase 0-10% salary increase, not to exceed market range maximum;  if the employees responsibilities, performance and market analysis support a salary above the median zone, a salary increase may be approved by University Human Resources, not to exceed the market range maximum
Career shift/ change in classification to a lower pay level No salary increase; salary may decrease depending upon level of responsibility and performance No salary increase and cannot exceed the market range maximum; salary may decrease depending upon level of responsibility, performance and relationship to the median zone

Approval of Salary Increases

  • Org level Human Resource approval if new salary is below or within median zone.
  • University Human Resources must approve any reduction in salary or any salary above the median zone.

Effective Date

  • Is the 1st day of the month following University HR approval, unless
  • If a Merit-bargaining employee moves to P&S through the career shift process, the effective date will be the 2nd day of the month due to benefits changes.