Employment Category Changes

Type: 
Procedure
Category: 
Human Resources
Department: 
Human Resources
Phone: 
(541) 463-5313
Primary Contact: 
Dennis Carr
Contact Email: 
Responsible Executive Authority: 
Chief Human Resources Officer
Purpose: 

This procedure designates department administrator and the Human Resources Department as responsible for making the decision for a permanent change, and outlines the criteria to be used and steps to take. On occasion, permanent changes in the employment category (see Employment Categories) of vacant, budgeted positions are warranted.

Narrative: 

Vacant, Budgeted Positions

Permanent changes in the employment category (see Employment Categories) of vacant, budgeted positions are recommended by the department administrator. Recommendations must be based on written job descriptions (see Employee Job Descriptions) and must comply with employment law (including Oregon Revised Statutes 243.650) and the appropriate labor contract guidelines.  The new employment category for the vacant position is shown on the Request to Post Position Form (see Hiring Process).  Human Resources is responsible for reviewing the employment category recommendation for compliance with governing regulations.  The recruitment process cannot begin until all concerns about the employment category are resolved.

Budgeted Positions With Incumbent Employees

Permanent changes in the employment category of an existing budgeted position that will affect the employment category of an incumbent employee, must be requested in writing on the Special Appointment Recommendation Form.

Human Resources is responsible for reviewing the employment category recommendation for compliance with governing regulations.  In addition, all requests for employment category changes affecting incumbent employees will be reviewed according to all of the following criteria:

  1. Change is necessary for business operations and needed to reflect changes in the essential nature of a job;
  2. Special circumstances exist that are consistent with the needs of the college;
  3. Request balances the college's commitment to equal opportunity, the incumbent, other successful employees, budgetary concerns, and the needs of the college; and
  4. Change is not being used as a method for circumventing standard procedures for providing promotional or other employment opportunities.

Requests will not be approved if and/or when it can be determined that other qualified individuals should have been given an equal opportunity to compete for the "new" position.

Date Adopted: 
Saturday, May 1, 1999
Date Last Reviewed: 
Sunday, September 1, 2002