• 
  • Chancellor
  • Academic Affairs
  • Administration and Finance
  • Advancement
  • Communications
  • Councils & Workgroups
  • Internal Audit
  • Government Relations
  • Procurement
  • Legislative Testimony
  • Employment
  • Directions to the USM System Office
  • System Office Staff Directory
  • Organizational Chart
  • Organizational Chart of Institutions
• 
  • Universities
  • Research Institutions
  • Online Application
  • Transcripts
  • Systemwide Staff Directory
  • USM Institutions Map
• 
  • Members
  • Committees
  • Schedule of Meetings
  • Agendas
  • Minutes
  • Bylaws and Policies
  • Effectiveness & Efficiency Initiative
  • Honorary Degrees
  • Advisory Councils
  • Resolutions
• 
  • Bylaws
  • System Policies
  • I. Systemwide Councils and Institutional Boards
  • II. Faculty
  • III. Academic Affairs
  • IV. Research
  • V. Student Affairs
  • VI. General Administration
  • VII. Human Resources
  • VIII. Fiscal and Business Affairs
  • IX. External Relations
  • X. Information Technology
• 
  • Employment Opportunities
  • Human Resources Policies
• 
  • Search for:

  234.0 VII-9.40-POLICY ON SALARY UPON TRANSFER OR RECLASS
  (Approved by the Board of Regents, June 9, 1995,  EFFECTIVE July 1,
  1996.  Please refer to the "replacement for" section of this
  policy.)
 
 
  I.   Purpose and Applicability
 
       This policy establishes the guidelines for salary upon
       transfer or reclass within a UMS institution.  This policy is
       applicable to nonexempt -- maintenance, office, service, and
       technical staff.
 
  II.  Terms and Definitions
 
       For purposes of this policy the following terms and
       definitions shall apply.
 
       A.   Transfer:  A transfer is defined to be
 
            1.   A lateral move to a position with the same salary
                 range,
            2.   A promotional move to a position rated at a higher
                 salary range than the range of the current
                 position, or
            3.   A demotional move to a position with a lower salary
                 range than the range of a current position.
 
            Transfers may occur within or across organizational units
            and within or across UMS institutions.
 
       B.   Reclass:  A reclass is an action that occurs when the job
            class to which a position is assigned is changed by
            raising it to a higher class, reducing it to a lower
            class, or changing it to another class at the same level.
            Reclass actions are based on significant and substantial
            changes in the position's primary duties that have
            evolved or when structured changes occur in the
            positionÚs duties and responsibilities that were
            unforeseen at the time of hire and are crucial to the
            mission and/or organizational effectiveness of the UMS
            institution, or as a result of changes in the job
            evaluation program.  A position may or may not have an
            incumbent at the time of a reclass.
 
  III. Salary Upon Lateral Transfer or Lateral Reclass
 
       Upon both circumstances the employee's salary shall remain the
       same.IV.  Salary Upon Promotional Transfer
 
       A.   Competitive Promotion
 
            Upon competitive promotion, the salary for an employee
            will increase at least six percent (6%) by placement on
            the appropriate step in the new salary range.  Employees
            shall be granted an additional step salary increase upon
            successful completion of a probationary period.
 
       B.   Reclassification Promotion
 
            Upon reclass promotion, the salary for an employee will
            increase at least six percent
 
  V.   Salary Upon Demotional Transfer or Demotional Reclass
 
       Upon demotional transfer or reclass, the employee's salary
       shall be placed on the closest step or amount within the range
       without providing a salary increase. In no case shall the
       employee's salary exceed the maximum of the salary range for
       the job class to which she/he was demoted.
 
 
  IMPLEMENTATION PROCEDURES:
 
       Each Chief Executive Officer shall develop procedures as
       necessary to implement this policy, and shall forward a copy
       of such procedures to the Chancellor.
 
  Replacement for:
 
       The following policies as they apply to non-exempt employees
       of the UMS only are replaced effective July 1, 1996.  However,
       Exempt employees will continue to be covered under such
       applicable existing policies until such time as revised
       policies governing Exempt employees are approved.
 
       UM Personnel Policies and Rules for Classified Employees,
       Section III, Compensation - Transfer and Horizontal Change,
       page III-4; Promotion; Demotion; and Reclassification, page
       III-5.
 
       Additionally, this policy supersedes, in whole or in part, any
       policy(ies) and/or procedure(s) established by the Regents,
       Trustees, Presidents, or their designees, of the former
       institutions of the University of Maryland, and of the former
       State Universities and Colleges, and of the Regents of the
       University of Maryland System that are in conflict with this
       policy's purpose, applicability, or intent, that may have been
       overlooked and not included as a specific citation under
       "Replacement for."