At the University of Iowa, growing your career is something you can help impact. If your job has changed significantly, you may be able to request a classification change or pay increase.

The information below explains the process, depending on your situation.

P&S career development flowchart

Career advancement within your current classification

Step 1: See if you qualify

You might qualify if your job has grown in these ways: 

  • You perform new or more complex tasks 

  • You’ve taken on a higher level of responsibility 

  • Your job covers more areas 

  • You’ve learned new skills that are used in your position 

Does NOT count: 

  • One-time projects 

  • Temporary tasks 

  • Degrees or certifications not related to your job 

  • Filling in for someone short term 

Step 2: Initiate the request

You or your department can begin the process: 

  • Add support documents that show how your job has changed (optional) 

  • Send it to your department and division for review 

Step 3: Salary increase 

Raises are between 1–5% for a career advancement. Any increase above 5% requires a market analysis, which is a separate process.

Step 4: Approvals

  • Your org’s HR team handles the approval process if the raise is under 5% and it’s your first raise in your current classification during the fiscal year. 

  • University HR must approve if: 

    • You've already had an in-classification raise this fiscal year

    • The new salary is above the top of the median zone

    • Your raise is over 5%, as submitted through the market adjustment review process

    • Your job is in a special job family (ex. IT job family)

Step 5: Start date

If approved, your raise starts the first day of the month following the org’s approval. 

Step 6: If denied 

You can appeal if your request is denied by the org. If you get a smaller raise than you asked for, that’s not considered a denial. 

Career promotion or career shift (new job level or type)

Step 1: See if you qualify

You might qualify if your job has changed significantly and now fits a different classification. This could mean: 

  • You perform more complex or higher-level responsibilities 

  • You’ve taken on new responsibilities that fit a different classification 

Step 2: Initiate the request

You or your department can begin: 

  • Add support documents that show how your job has changed (optional) 

  • Send it to your department and division, then to University HR 

Step 3: Salary increase 

  • Promotion (higher level): Usually 5–10% if your current pay is below the new median low; 1–10% if above 

  • Shift (same or lower level, or from Merit/SEIU): Usually 0–5%, or no raise if moving to a lower level 

Step 4: Approvals

  • University HR must approve all promotions and shifts 

  • Your org’s HR approves the raise if new salary is below or within median zone 

  • Merit to P&S classification request must be approved by the Board of Regents 

Step 5: Start date

If approved, your new job and pay start the first day of the month following UHR’s approval. 

Step 6: If denied

You can appeal if the request is denied by your org. A change of the requested classification and salary raise is not subject to appeal. University HR’s final decision cannot be appealed.

SEIU reclassification (union jobs)

Step 1: See if you qualify

You might qualify if your job has changed significantly and now fits a different classification. This includes: 

  • New or more difficult tasks 

  • More responsibility 

  • A wider range of work 

  • New licenses or certifications 

Step 2: Initiate the request

  • Write a summary explaining how your job changed and how you qualify 

  • Include your resume, updated job description, and other documents 

  • Your department sends the request to org HR and they will send it to University HR if approved 

Step 3: Salary increase

  • If moving to a higher or same level: 0–5% raise 

  • If moving to a lower level: usually no raise 

Step 4: Approval

  • Health care or org HR and University HR must approve 

Step 5: Start date

If approved, your new job and pay start the first day of the month following UHR’s approval. 

Merit reclassification (Merit system jobs)

Step 1: See if you qualify

You might qualify if your job has changed and now fits a different classification. This could be: 

  • A promotion (higher level) 

  • A lateral move (same level, different job) 

  • A demotion (lower level) 

Step 2: Initiate the request

  • Add support documents that show how your job has changed (optional) 

  • Routing includes your department, your org, University HR and the Board of Regents 

Step 3: Salary Increase 

  • Promotion: Usually 4.5–9.2%, depending on how many levels you move up 

  • Lateral or demotion: Usually no raise; pay may go down if moving to a lower level 

Step 4: Approvals

  • University HR and the Board of Regents must approve 

Step 5: Start date

If approved, your new job and pay start the day the form was signed. 

Step 6: If denied 

You can appeal to the Board of Regents. The denial letter will explain this process.