Current Employees
Internal Job Categories
Job Opportunity
Reclassification
Internal roles may be updated when an employee is already effectively performing higher level job duties as a natural progression in their position. In these cases, there may be changes to the job description, title, and/or pay to reflect the updated responsibilities.
A reorganization can result in reclassifications in positions. A department of a division may choose to shift responsibilities among existing employees to help make processes more efficient or clarify responsibilities.
When a job opportunity is posted internally it is treated as an internal competitive search. No recommended candidate will be listed, and any qualified candidate may apply.
In a reclassification, a person has been doing some aspect of the new role and that person’s former role will not exist after the change. A reclassification will not be posted, but rather announced on the People on the Move website.
The decision to post a job opportunity internally or externally should be based on the candidate pool. While posting internally shows our prioritization to growth and development, it may limit the diversity of the candidate pool. When possible, we recommend job opportunities to be posted externally. Additionally, conducting an external search and subsequently hiring an internal candidate validates that the internal candidate was selected through an equitable process. This reinforces the commitment of hiring managers to fairness and equity in candidate selection.
Guidelines of Internal Competitive Search:
- There should be at least one strongly competitive internal candidate.
- There should be no discussion of pay, or “promising” of the position to a candidate as it is a competitive internal search.
- There will be a minimum of one interview with at least two interviewers.
Any positions posted externally will follow the external hiring procedures.
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