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Compensation & Classification Topics |
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Position Changes -
Promotion/Demotion/Transfer/Reclassification
Below are prior articles and Q & A's published in The Pen newsletter on this topic. Other topics are listed on the left menu navigation bar.
Rule 6 - Promotion
Rule 7 - Demotion
Rule 8 - Transfer
Rule 9 - Position Reclassification
Rule 10 - Pay Grade Change
Overview of functions handled by the Pay & Classification Division
Your Benefits and Compensation
a monthly column in The Pen Newsletter covering Benefit & Compensation topics
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Q: If an employee accepts a transfer or a demotion to another department do they have a new probationary period?
A. No. A probationary period applies to new hires and to promotions but not to lateral transfers or demotions. The probationary period is period of time beginning with a person's initial employment or promotion in the Classified Service and normally ending one year for newly hired employees and six months for permanent status promoted employees.
Remember that the reason for the probationary period is to allow the employee an opportunity to display to their management their ability to succeed in their new higher level role and responsibilities.
Q: I received a promotion to another department 3 months ago and would like to know how I can initiate a voluntary demotion as per Personnel Rule VII, section C. I know my old department is getting ready to interview for a position that was the same pay grade that I left. I was promoted from an Accountant I from my original department to an Accountant II in my new department. My start date here in my new department was in July 2006.
A: Correct me if I am wrong, but I understand that you want to return to your previous department in your previous job classification. The best course of action is for you to contact your former department to ask if you can have your previous job back or return to the department in a position that you are qualified to perform. The same pay grade is not necessarily equal in terms of qualifications. We would need to check that out before I could say for certain that you would qualify for the position they are interviewing for. If the position they are interviewing for is that same classification then you can certainly ask them to consider you for return.
The Rule you are referring to applies to employees who do not pass their promotional probationary period. I am not certain whether that is the case for you or not. You will need to advise me of that. In cases where employees are not successful in their promotion probationary period they do have some rights under the rule but no guarantee of automatic return to the previous position, only the previous classification.
The best thing for you to do is contact the previous department and let them know that you are interested in returning.
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Q: My question is, what is the process to grieve/appeal/formally object to another employee's position upgrade as a result of a PAQ, given that both employees performed the same work duties and levels, but one employee received an upgrade to supervisor and the other did not? The employee that did not get the position feels that neither employee should have qualified for the position without it being posted.
A: The purpose of the classification cyclic review process is to ensure that the positions within the county's system are being utilized at the appropriate classification and that pay is competitive with other employers in the area who compete for the skills. If the compensation analyst conducting the audit finds that an incumbent is performing duties above or below the appropriate classification level they are required to recommend an adjustment. This decision is based solely on the work being performed and not on the person in the position. In the example you gave, had the personnel analyst felt the two classifications were identical the recommendations should have been identical as well. While an employee cannot appeal the classification of another position, they can appeal the classification of their own position. To request an appeal, contact the Pay and Classification Division of the Human Resources Department to request an appeal form. The analysts are thorough but certainly at times there are important considerations that are missed. The appeal process allows those to come to light. If you feel that the decision should have another look, please appeal the decision and I encourage others to do so as well.
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