REASSIGNMENT / RECLASSIFICATION / PROMOTION / TRANSFER / DEMOTION
Specific information regarding UGA salary guidelines on promotion, reassignment, reclassification and transfer for classified staff can be found on the UGA HR website at http://www.hr.uga.edu/recruitment/compensation/salary_admin_guidelines.htm, scroll to Section V.
Based on these guidelines, UGA Libraries will normally apply the following calculation when assigning pay upon promotion, reclassification, or reassignment to a higher classification
- An increase equal to the percentage difference in the base salary of the current classification and the base salary of the new classification
- If the percentage difference in the base salary of the current classification and the base salary of the new classification is 8% or greater, then an increase of 8% or the minimum of the new classification (whichever is higher) will be given.
Faculty: Libraries' faculty may be reassigned, asked to take on additional responsibilities, or may apply for and be selected into a position of greater responsibility. If the duties and responsibility are deemed to justify a salary increase, then a mid-year salary increase may be requested through the Provost's office. If the mid-year salary increase is not approved or deemed justifiable, then the salary increase may be put forward for approval through the annual budgetary process to be effective at the next salary increase time.
An employee shall be demoted when:
- The employee is placed in a different classification having a lower pay range; or,
- The employee’s position is reclassified to a classification having a lower pay range.
Pay policy: In case of a demotion of the type stated in (1) above, an employee’s pay may remain unchanged or reduced at the discretion of the University Librarian and Associate Provost. In case of a demotion of the type stated in (2), an employee’s salary should not be reduced.