Transfer and Promotions for Regular Employees

Voluntary Transfers
The following actions fall into voluntary transfers: promotion, lateral transfer, and voluntary demotion.

Supervisors should be aware that the transfer of a regular employee to a regular graded or ungraded staff position follows the Recruitment Process for Staff Positions (Overview of the Recruitment Process). Please note that employees who are selected for and accept a transfer to a regular staff position will be in a transfer probationary status for 90 calendar days beginning on the effective date of transfer.

To be considered for a transfer, an employee must meet the following requirements:

• Be eligible for employment transfer consideration. An employee is not eligible to transfer outside of his or her department if he or she is within an introductory employment period, a transfer probation period or is on probation for poor work performance.
• Apply only for positions listed on the University's Staff Employment Opportunities List
• Meet the entry-level (minimum) qualifications stated on the classification description
• Apply on line at GW Staff Employment Opportunities Listing
• If an employee does not have access to the internet, then he or she must complete an Employee Transfer Application
• Take the University typing test administered by Division of Human Resources if the position requires typing and keyboarding skills

Promotions
A promotion is the movement from one position to another position with a higher salary grade. A promotion is generally accompanied by an increase in salary. The salary offer for the new position is based on the following three factors:

• Relevant education level and work experience
• Salary and experience levels of employees in same or comparable positions
• Available funding

The hiring department recommends the salary for a promotion and Staffing and Compensation Services reviews it.

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Lateral Transfer
A lateral transfer is the movement of an employee from one position to another with the same salary grade. Unless there is a change in the employee's percentage of work effort or the transfer results in a salary equity issue, there will be no salary adjustment.

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Voluntary Demotion
A voluntary demotion is the movement of an employee to a position with a lower salary grade. If the employee is offered a position at a lower salary grade, his or her salary will be determined in consultation with the Director of Staffing and Compensation Services and may result in a salary offer that is lower than the employee's current salary.

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Involuntary Transfers

Involuntary Lateral Transfer
An involuntary lateral transfer is the reassignment by a supervisor of an employee to another position of the same salary and grade to meet operational needs. The supervisor is responsible for documenting the purpose of the transfer and the reason the employee has been selected for transfer.

Supervisors may request the involuntary lateral transfer of an employee in their departments to vacant positions of the same salary and grade in their departmens to meet operational needs. The supervisor must submit a written request for an involuntaty lateral transfer explaining the purpose of the transfer and the reason the employee has been selected for transfer to the Directors of Staffing and Compensation Services and the Office of Equal Employment Opportunity.

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Involuntary Demotions
An involuntary demotion is an alternative course of action when an employee's performance does not dictate termination. For example, an involuntary demotion may occur when an employee cannot perform to the expectations of the current position but may possess skills and abilities that are needed elsewhere in the department.

A supervisor may request the involuntary demotion of an employee, provided the department has an authorized, existing vacant position available for the demoted employee. An involuntary demotion must be preceded by one of the following:

• An Introductory Employment Probation Period
• A Transfer Probation Period
• A Probation Period for Poor Work Performance

The supervisor must submit a written request for an involuntary demotion, with the recommendation of the appropriate Vice President or Dean, to the Employee Relations Division for review and approval.

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