When to use:
- A reorganization involves position or pay changes for multiple individuals in Officer of Administration (OA) or classified positions a unit/department.
- Reorganizations are conducted in consultation with University Human Resources. Consultations should be requested prior to initiating any position or pay action (for example, through MyTrack or via Payroll Request Form).
- Position or pay changes that can occur include expansion of duties, reassignment, reclassification, direct appointments, transfers, demotions, etc.
- For additional information about these position and pay actions, see:
- For guidance on OA reassignments, please contact ELR at email@example.com
- OA Summary of Position and Pay Actions
- SEIU Collective Bargaining Agreement. Review the following sections:
- Direct Appointment
- UOPA Collective Bargaining Agreement
- Teamsters Collective Bargaining Agreement
How to begin the process:
- Reorganizations require coordination of multiple pay actions occurring simultaneously. For timely and efficient processing, units/departments are encouraged to schedule a reorganization planning consultation with Human Resources prior to initiating individual actions. Consultations can be requested by e-mailing firstname.lastname@example.org or by contacting your assigned Recruitment Consultant.
- Consultations are typically staffed by HR team members from Employee and Labor Relations (ELR) and Talent Acquisiton and Classificaiton & Compensation (TACC).
- In order to ensure the consult includes the most appropriate HR staff and is as efficient as possible, units are asked to provide available information about the reorganization prior to the consult meeting.
- In the consultation, the Human Resources team member(s) will advise the unit on how to proceed with the processing of position or pay changes resulting from the reorganization.
Note: In most cases, increases will be effective only prospectively, beginning the pay period following HR’s receipt of the request with unit based approvals using the appropriate mechanism for the pay action (e.g. submission via the MyTrack requisition process or PRF). For this reason, it's recommended that consults are scheduled well in advance of the proposed action, typically no less than six weeks before the intended effective date. Position changes, including assignment of new responsibilities or communication with affected staff members, should not occur before the reorganization is finalized; if this creates an operational concern, discuss with HR.