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Promotions/Reclassifications

This policy is of TRIUMF wide scope and addresses the Technician, P&S and BAE employee
categories. Those employees whose agreement comes under an affiliated university, institution or
collective agreement must refer to the appropriate policies or contracts of their governing university,
institution or collective agreement.

DEFINITIONS:

"Promotion" is defined as an advancement to a higher salary level due to increased responsibility.
"Reclassification" is defined as an adjustment to a new classification level and may or may not be
considered for a salary adjustment.
"Transfer" is defined as the movement of an employee to a position which is at the same classification
and salary level, but within another group in the same or different organizational Division.

PROMOTIONAL ADVANCEMENT:

Promotional advancement may occur by 2 methods:

  • Position Expansion: The incumbent is assigned significantly new and higher level responsibilities. A promotion in this category must go before the Reclassification Committee or Sr. Promotions Committee
  • New Position: The incumbent has been selected to fill a posted position at a higher level.

RECLASSIFICATION:
Reclassification adjustment may occur by 6 methods:

  • Career progression: The scope of the position duties and responsibilities of the incumbent have gradually increased over time due to on-the-job training and a natural career progression to a higher classification. Reclassification in this category must go before the Reclassification Committee or Sr. Promotions Committee, except in cases where positions fall into a clearly defined job family.
  • Change in Position Requirements: Technology or job duties may require an employee to obtain additional training or certification required at a higher level. Reclassification in this category must go before the Reclassification Committee.
  • Management Initiated Reclassification: Management reserves the right to reassign an employee to a position at either a higher level, or different employee category at the same pay level, if it is deemed that the employee was inappropriately classified at the time of hire.
  • Management Initiated Downgrade: If an employee is incapable of performing the primary duties of the current position on a permanent or temporary basis due to non-work related physical or mental illness, but is still able to make valuable contributions to the Lab at a lower classification, management may remove some duties or assign the employee to a less demanding position at a lower classification level. Management initiated downgrades may or may not result in a salary reduction.
  • Performance Based Downgrade: If an employee demonstrates incompetence in performing the duties of the current position, in lieu of separation and if the employee can competently contribute in a lesser capacity and is agreeable, the employee may be reassigned to a position at a lower classification if one exists, and will receive the corresponding salary at the reduced level.
  • Employee Initiated Downgrade: If an employee applies for a position posted at a lower classification and is successful, the employee will be downgraded to the posted level and assigned the corresponding salary.

TRANSFER:
Transfers may be permanent or temporary, based on the following:

  • If an employee applies for a posted position at the same level and is successful, then a lateral transfer is made without reclassification. This applies within a group or outside a group.
  • For operational reasons, Management may second an employee to a position with the same classification in a different group or division. This may be temporary or permanent.

RESPONSIBILITIES
1. It is the responsibility of the Supervisor to:

  • identify employees whose positions have acquired a higher level of responsibility
  • identify employees incapable of performing duties at the current position level

2. It is the responsibility of the Division Head:

  • to endorse or approve the supervisor's recommendations
  • to approve transfers and management initiated reclassifications

3. It is the responsibility of the Reclassification Committee or Sr. Promotions Committee to
review each candidates case and make recommendations to the Director


4. It is the responsibility of the Director to:

  • approve all reclassifications and promotions
  • approve all downgrades

5. It is the responsibility of the Human Resource Department to:

  • ensure all postings, reclassifications, promotions and transfers are processedconsistently.
  • ensure all automatic career progressions within a defined job family are processed