10.09 Staff Organizational Restructuring
The University's restructuring policy and procedure for staff employees will apply in instances where the University needs to reorganize areas for different reasons which may include, but are not limited to the sustainability or efficiency of a department, or where roles and job classifications need to be changed and aligned with the University’s vision, strategic goals, and values.
On occasion, a job may be reclassified due to a significant change in the responsibilities assigned to the position unrelated to the employee’s performance. This can result in a job being reclassified to either a lower pay range or a higher pay range. All salary offers or changes must be authorized and signed by the Department Head and all approvers of the PTR. Any change in salary or pay range should not be communicated to an employee until the approval process is complete.
It is critical that all supervisors involve the Human Resources Office when they are planning any changes to their organizational structure that may result in adding new positions, eliminating, reducing, or restructuring existing positions, combining organizational units, significantly changing work assignments, and/or modifying reporting relationships for current employees.
The Human Resources Office will review the factors affecting the need for reorganization, including any reorganization plan, organizational charts, and proposed job descriptions for new positions.
The Human Resources Office will collaborate with supervisors to develop job descriptions, titles, salary recommendations, posting requirements, and communication strategies. In addition, the Human Resources Office, in consultation with the Department Head, will determine if new or reclassified positions resulting from a re-organization are posted.
On occasion, a job may be reclassified due to a significant change in the responsibilities assigned to the position unrelated to the employee’s performance. This can result in a job being reclassified to either a lower pay range or a higher pay range. All salary offers or changes must be authorized and signed by the Department Head and all approvers of the PTR. Any change in salary or pay range should not be communicated to an employee until the approval process is complete.
It is critical that all supervisors involve the Human Resources Office when they are planning any changes to their organizational structure that may result in adding new positions, eliminating, reducing, or restructuring existing positions, combining organizational units, significantly changing work assignments, and/or modifying reporting relationships for current employees.
The Human Resources Office will review the factors affecting the need for reorganization, including any reorganization plan, organizational charts, and proposed job descriptions for new positions.
The Human Resources Office will collaborate with supervisors to develop job descriptions, titles, salary recommendations, posting requirements, and communication strategies. In addition, the Human Resources Office, in consultation with the Department Head, will determine if new or reclassified positions resulting from a re-organization are posted.
Effective Date
Approved by Board of Curators: January 15, 2026