HR Policy 3.07

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Subject: CHANGES IN STATUS: PROFESSIONAL STAFF
Source(s): Promotion, Transfer, Reassignment, Demotion, and Reclassification

Promotions

Promotions will be made by the Superintendent of Schools upon approval of the Board of Education.

A promotion is defined as a change in the position of a professional employee that results in a move to a higher pay grade on the wage schedule.

A promotion results in the following:

  1. Increased responsibility.
  2. Increased pay.
  3. Increased decision making autonomy or authority.

Professional employees who are promoted shall be placed on the step in the new pay grade that provides an increase of pay of at least ten percent (10%) over their previous placement. Subsequent scheduled increases (up to step 10) will occur at normal intervals.

When a vacancy is declared and defined, a job vacancy will be posted and all eligible employees may apply.

Transfers

The transfer of professional employees between positions in the Madison Metropolitan School District is the responsibility of the Superintendent or his/her designee. Administrative transfer is defined as the lateral movement of staff within the same labor grade. A transfer may occur when:

  1. It leads to the professional growth of an employee;
  2. As a result of school or department closings or reductions;
  3. It is a result of a reduction in force;
  4. It avoids the layoff of staff; and/or
  5. It is in the best interests of the District.

Reassignment to a Lower Position Classification

The reassignment of professional employees to a lower position classification in the District is the responsibility of the Superintendent. Such reassignments are defined as the voluntary or involuntary movement of a professional staff member to a lower classification on the labor grade schedule. A professional employee shall be reassigned in this manner when, in the sole discretion of the Superintendent, it is:

  1. In the best interests of the District, and/or
  2. To avoid the layoff of staff.

A professional employee who is reassigned to a lower position classification on the classification schedule shall retain his/her present salary for two consecutive fiscal years and shall not be eligible for annual salary increases granted by the Board during that time period.

Thereafter, such employee shall be compensated in accordance with the labor grade schedule for the position to which s/he was reassigned. Such professional employee shall be entitled to receive annual salary increases granted by the Board as the other professional employees within the District, should the salary of the position to which the employee is reassigned exceed his/her present wage within the two consecutive fiscal year period. Under this policy, present wage is defined as the salary that the employee is receiving on the date the decision is made to reassign him/her to a lower position classification.

Reassignment Procedure

The following procedure will be used in the reassignment of a professional employee to a lower position:

  1. The position(s) available for the reassignment will be identified and justified.
  2. The immediate supervisor(s) will recommend to the Superintendent the reassignment of professional employees to a lower position classification.
  3. The Human Resources Department will verify that the personnel recommended have the requisite credentials and qualifications for the lower position classification recommended.
  4. The Superintendent will recommend the reassignment to the Board.
  5. The above referenced procedure should be followed unless, in the sole discretion of the Superintendent, the facts and circumstances with respect to the reason(s) for the reassignment do not warrant following such procedure. In such instances, the Superintendent shall give written notice to the employee of the decision to reassign him/her. Such notice shall set forth the reason(s) for the reassignment.

Demotion

The demotion of professional employees in the District is the responsibility of the Superintendent. Demotion is defined as the voluntary or involuntary movement of an employee to a lower position classification on the labor grade. Demotion may be used when, in the sole discretion of the Superintendent:

  1. An employee's job performance has been unsatisfactory, or
  2. It is in the best interest of the District.

An employee who is demoted shall be compensated in accordance with the labor grade schedule for the position to which s/he was demoted.

Demotion Procedure

  1. The positions available for the demotion of staff will be identified.
  2. The immediate supervisor(s) will make recommendations for demotion based on evaluations of staff.
  3. The Human Resources Department will verify that the personnel recommended have the requisite credentials and qualifications.
  4. The Superintendent will recommend the demotion.
  5. The above referenced procedure should be followed unless, in the sole discretion of the Superintendent, the facts and circumstances with respect to the reason(s) for the demotion do not warrant following such procedure. In such instances, the Superintendent shall give written notice to the employee of the decision to demote him/her. Such notice shall set forth the reason(s) for the demotion.

Reclassification

In the event the content, scope of responsibilities or authority significantly changes in a professional position, the employee, or employee's supervisor, may request that a reclassification analysis be conducted.

Reclassification Procedures

  1. Requests for reclassification must be submitted to the Director of Human Resources. For the position study requested, the employee in the position completes a Position Analysis Questionnaire.
  2. The immediate supervisor and/or Department Director, reviews the Questionnaire, makes appropriate comments, and makes a decision regarding support of the reclassification. The supervisor and/or department director must state reasons for approving or disapproving the Questionnaire. The completed Questionnaire should then be forwarded to the Department of Human Resources.
  3. Upon receipt of the completed Position Analysis Questionnaire, Human Resources will conduct a reclassification study.
  4. The study recommendations, along with necessary supporting data, will be presented to the Administrative Reclassification Committee. The Committee shall forward its recommendation to the Superintendent for approval.
  5. Reclassifications and associated salary adjustments shall become effective the first pay period following the date the reclassification request was received in Human Resources.
  6. Professional employees whose positions have been reclassified shall be placed at the same step of the new pay range as they were in the previous pay range. Subsequent scheduled increases (up to step 10) will occur at normal intervals.

January 2007