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Job Movement
HR & Employee Care · Internal Policy · Joyner Transportation & Logistic Services

USA Operations Centers Job Movement May 2017

State/Area Exceptions

As this policy is reviewed, please note the following State/Area for which exceptions exist:

Not Applicable

Specific details on each exception may be found within the General Information section of this text.

General Information

General Definitions The general definitions apply to movement within a Structure, into or out of the Para-professional/Support Structure.

Specific job movements, including movement from the Professional/Technical Structure to the Management Structure, from the Management Structure to the Professional/Technical Structure, and between Professional/Technical segments will be addressed following the general definitions.

Promotion

Movement up one or more levels within the same segment or job family.

Movement from any level in the Para-professional/Support Structure to any level in the Management or Professional/Technical Structure.

Movement up a level across Professional/Technical.

Movement up a level across Para-professional/Support segments.

Job Change

Movement to a lower level within the same segment or job family, not for performance reasons.

Movement from any level in the Management or Professional/Technical Structure to any level in the Para-professional/Support Structure, not for performance reasons.

Movement to a lower level across Professional/Technical Segments to a lower level across Para-professional/Support segments, not for performance reasons.

Movement between pay programs where job grades are not comparable.

Level Reduction

Movement to any other job grade for performance reasons

Lateral Move

Change in job or geographic location while remaining in the same job structure, segment, and level (same job grade).

Movement to the same level across Professional/Technical Segments.

Movement to the same level across Para-professional/Support segments.

Salary Administration Steps – Promotions, Job Changes, and Level Reductions

Use the following order of steps for administering employee job movement. Please see the specific guidelines later in this chapter for salary administration with lateral moves.

NOTES:

If the change involves a geographic move, administer all steps of the job movement transaction using the current location. Then apply a lateral move to the new geographic structure.

For moves involving part-time hours, use the equivalent full-time annual rate for accurate comparisons to salary range minimum, maximum, and 67th points. A change in hours can be calculated before or after the job movement transaction.

Lateral Move

For a lateral move with no change in geographic salary plan, or a move to a lower geographic salary plan, the following applies:

If the employee’s base salary is within the new salary range or above the new salary range maximum, the base salary would remain the same, with one exception:

If an employee moves from a 25% geographic salary plan to a lower plan, the base salary should be reduced. The 25% to 10% reduction rate applies regardless of whether the new location is in a 10%, Base, or (-7.5%) geographic salary structure. The resulting salary can be above the new salary range maximum.

If the employee’s base salary is below the new salary range minimum, the base salary will be adjusted to the minimum of the new salary range.

For a lateral move to a higher geographic salary plan, the following applies:

If the employee’s base salary is within the current salary range, the employee’s base salary will be adjusted to the equivalent position within the salary range of the new location.

If the employee’s base salary is below their current salary range minimum, the salary range equivalency is the minimum of the new salary range.

If the employee’s base salary is above the current salary range maximum but below or equal to the new range maximum, the salary range equivalency is the maximum of the new salary range.

If the employee’s base salary is above both the current and new salary range maximum, their base salary will be frozen until the new salary range maximum is at or above the employee’s base salary.

Notes:

If the employee is currently in a salary step-down as part of a transition process, the salary step-down should continue at the appropriate date(s) after the lateral move.

If the new position has a specified starting salary rate on the Starting Salaries job aid within Financial Services, the new salary should not be lower than this rate.

If the employee has a job change moving from an executive leadership level, equivalent position adjustment consideration would apply per the guidelines above for moves to a higher geographic salary plan.

Employee Actions

Not Applicable

Managerial Actions

The supervisor selects the effective date of the job movement. Job Movements should be effective on a date coinciding with the beginning of a pay period. (See Pay Periods for pay period beginning dates.)

The supervisor selects the appropriate Action/Reason code for the Job Movement.

The supervisor asks for the necessary approval and signatures.

The supervisor discusses the job movement with the employee.

Human Resources Role

Human Resources is responsible for ensuring that salary administrators are fully trained and knowledgeable of all facets of this policy.

Promotion Administration Steps
When a promotion is awarded, the employee should receive a salary increase equal to 7% of the employee’s base salary. If the 7% promotional increase would place the employee’s new salary above the 67th percentile of the new salary range (prior to any change in geographic structure), the employee’s new salary should be the higher of 67th percentile of the new salary range or the employee’s salary prior to the promotion. NOTE: If the promotion moves an employee back to a previous job level, no promotional increase would apply unless the employee had a salary decrease as a result of Job Movement subsequent to their time in the previous level. Management should consult HR for guidance if a salary decrease had been administered. After a promotional increase, if the employee is below the new job grade salary range minimum at their current location (location prior to any geographic move), the employee should receive an additional bring-to-minimum salary adjustment. If the new position has a specified starting salary rate on the Starting Salaries site, the new salary should not be lower than this rate. If the employee is changing geographic structures, see the Lateral Move section for the final administration step.
Job Change Administration Steps For most situations, a job change will not involve any change in salary, as long as the current salary would fall within the new salary range. Follow the Job Change Administration steps to determine if a salary change would apply:
When a job change occurs, management has discretion to administer a salary increase up to 7% of the employee’s base salary, provided that amount does not place the employee’s new salary above the 67th percentile of the employee’s new salary range (prior to any change in geographic structure). To determine whether an increase will apply and the amount to be awarded, management should consider the following factors: The employee’s current salary relative to the new salary range The employee’s current salary relative to the new peer group when considering all employees’ job experience, tenure, and career path Expectations and level of responsibility of the new role relative to the prior role Whether the job change moves an employee back to a job grade for which they previously received a salary increase After the Job Change transaction, if the employee is below the new job grade salary range minimum at their current location (location prior to any geographic move), the employee should receive an additional bring-to-minimum salary adjustment. If the new position has a specified starting salary rate on the Starting Salaries site, the new salary should not be lower than this rate. After the Job Change transaction, if the employee is above the new salary range maximum at their current location (location prior to any geographic move), the employee’s salary should be brought to the new salary range maximum at their current location on the effective date of the move. If the employee is changing geographic structures, see the Lateral Move section for the final administration step.
Level Reduction Administration Steps
At the time of the Level Reduction, management has discretion to reduce the employee’s base salary, considering the following guidelines: Last promotional amount received (or salary adjustment if given with a job change) Length of time since the last promotional amount (or salary adjustment if given with a job change) was received The employee’s current base salary relative to the new employee peer group After the Level Reduction transaction, if the employee is above the new salary range maximum at their current location (location prior to applying a geographic move), the employee’s salary should be brought to the new salary range maximum at their current location on the effective date of the move. If the employee is changing geographic structures, see the Lateral Move section for the final administration step.
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