This policy governs the transfer of Santa Fe Community College (SFCC or College) personnel. It explains the processes that an employee must follow to transfer his or her employment within the College from one position to another open position.
Scope and Applicability
This policy applies to all College employees, except for contract employees whose contracts specifically provide for transfer, if applicable.
Any employee is eligible to apply for another open position at the College for which the employee is qualified. If selected for the open position, the employee’s current supervisor and prospective supervisor shall determine the date of transfer.
- Employee is any member of the college workforce: all staff (regular full-time, regular part-time, term, temporary, probationary and sensitive position); all student employees; all faculty (full-time, part-time, adjunct and probationary); all administrators, including interim; all contract employees.
- Involuntary Transfer refers to an employee’s move to another department because the position has been eliminated as a result of special circumstances (Policy 4-40 Special Circumstances Employment Actions).
- Transfer refers to the voluntary transfer from a current position to another open position in the College, even if the new position has a lower salary or pay level.
- All dates of transfer shall begin at the start of a pay period.
- If the employee’s new position is a voluntary transfer at a lower pay range than the employee’s current position, the Office of Human Resources (OHR) shall require the employee to sign a statement that the transfer was voluntary and any pay adjustments shall be calculated through OHR procedures.
- This statement shall be maintained in the employee’s personnel file. If a transfer results in a promotion or greater pay range than the employee’s current pay range, the salary shall be determined by OHR based on the employee’s qualified credentials and calculated through OHR procedures.
- If an employee is involuntarily transferred to another position due to special circumstances as defined in Policy 4-40 Special Circumstances Employment Actions, the employee will sign a document stating the move is involuntary, acknowledging the change of assignment and any other employment-related changes, including but not limited to, probationary status, changes to pay and hours, and changes to employment status.
Statement of Accountability and Responsibility
The President, through the Executive Director for Human Resources and Professional Development/Equal Employment Officer or designee, shall be responsible for enforcing human resources procedures and policies. OHR shall work with the different departments and offices to comply with this policy and develop procedures that will enforce this policy regarding awareness, prevention, and remediation.
SFCC Governing Board Approved: 9-20-07
Revised and Governing Board approved: 9/28/16