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Warrensburg, MO 64093
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Approval: Approved by the President on January 1, 2005
Authority: Board of Governors Policy 1.2.040
Responsibility: Office of Human Resources
Note: Faculty information available in the Academic Policy and Procedure.
Regular full-time and part-time employees who are currently performing satisfactorily in their current positions are eligible to apply for vacant positions for which they qualify. It is in the university's best interest to ensure a good fit is made when filling positions on campus. Transfers that are not successful may be evaluated by the Assistant Director of Human Resources.
A lateral transfer occurs when an employee moves from one position to another position within the university that is of the same classification and level as the previous position. Lateral transfers are based on the availability of an equivalent position. Pay increases will not be given unless supported by market data.
Regular full-time non exempt employees that transfer need to successfully complete a qualifying period of ninety (90) days in the new position, in lieu of an additional probationary period. The qualifying period is intended to be a time of orientation and learning. During this period, the supervisor will provide any necessary instruction and training which relates to the specific position, and conduct two performance appraisals with the employee. The first appraisal will be at the end of one month and the second at the end of the 90 days. Employees may not apply for other positions during the qualifying period, unless both positions report to the same supervisor and is approved by Human Resources.
Change in Assignment
A promotion is defined as the act of identifying and moving an employee (without conducting a search) from one position to another position with increased responsibilities that requires a higher level of knowledge, skills, and abilities for which the employee may receive additional compensation.
Employees in regular full-time or part-time positions (not interim or temporary) and originally hired by applying for and being selected through a competitive search are eligible for promotional consideration within their current organizational unit.
An employee may also move from a higher classified position to a lower classified position. This change may occur when an employee is not capable of performing the duties of the higher classified position, yet the university believes the employee is capable of performing duties of a lower classified position. This reclassification may be voluntary for personal reasons or involuntary.
An upward reclassification occurs when a position is re-evaluated by Human Resources and is found to be changed such that the duties and/or levels of responsibility have increased.
A downward reclassification is defined as a reclassification of a position from a higher level to a lower level due to a change in position duties. Downgrades are based on the availability of a lower level position. This process does not have any bearing on an employee's performance.
Reorganization is defined as the redesign of the organizational structure of a unit whereby employees with the requisite knowledge, skills, and abilities are appointed to vacant or newly created position which will benefit the operation of that unit. Positions may be eliminated and/or created in reorganization. Movement of personnel may be lateral, upward, or downward, dependent upon the needs of the unit and the knowledge, skills, and abilities of the employee. Employees must have been hired through a competitive selection process.