Job Movement within the University

Amended date: 4/15/23

Provided by: Human Resources Department

Related Links and Resources

• Collective bargaining agreements
• Faculty: Faculty should refer to the handbook of their primary school affiliation for guidance.
• Postdoctoral Scholars Handbook
• Career Opportunities
• Career Learning and Development at Tufts

The University recognizes the importance of skill development and career development as a part of any employee’s work life.  This policy outlines the prescribed methods for advancing or transferring within the University’s many departments, campuses and opportunities/environments and contains information about the Career Development portal at Tufts.

The University encourages you to make full use of your talents, skills, and potential growth within the University. No employee will be adversely affected as a result of expressing an interest in another job opening. You are encouraged to complete one (1) year in your current position before pursuing other job opportunities at Tufts.

Promotions: A promotion is a change from one position to a higher level position, and is normally accompanied by an increase in salary. Promotions from one classification of job to another may impact benefits as well. The major criterion used in the promotion process is the demonstrated ability of the applicant to perform satisfactorily in the new job. If you are promoted or transferred, you will continue to retain your employment date for purposes of benefits including paid time off without any waiting periods.

Employee Transfers: A transfer is a change of assignment from one position to another in the same pay level and may occur within the same department or between departments. A transfer may result from a request made by either the University or by you and may be initiated for various reasons. Such transfers may occur, for example, in order to develop your career, or to provide you with the opportunity to work in an area where your full potential can be realized. Transfers may also occur as a result of business change or necessity. You will continue to retain employment date for purposes benefits including paid time off accruals without any waiting periods, as a result of a transfer.

Movement to a Job of a Lower Pay Level: You may be moved to a job at a lower pay level based on a personal request, reorganization, inability to perform, or reevaluation. In some circumstances your pay may be reduced to coincide with the new responsibilities, internal pay equity, or pay level. Because the University is committed to fair and equitable treatment, your supervisor and you must discuss any action of this nature with your Human Resource Business Partner.

Changes in Benefits Classification: During hiring, transfers and promotions, there may be requirements to change the primary active status of a student, postdoctoral scholar or faculty member, which affects employment definition, benefits and taxation classifications.  Those changes should be discussed with the HR Business Partner, Compensation Specialist or Talent Acquisition Specialist involved in the change and must be managed with Tufts Support Services staff.

Tufts encourages employees who are looking to advance their careers to apply for job opportunities within the University by visiting Tufts Careers website. You should click on one of the two options below “Current Tufts Employees Only” so that you are identified as an internal candidate.

The process for internal applicants at Tufts is as follows:

• If you are interested in an internal position, the first step is to apply online at the Tufts Careers
• You are encouraged, but not required, to notify your current supervisor before interviewing with the hiring supervisor for the new position.
• If you are identified as a finalist for the position, your current supervisor will be contacted for a reference. You will be given the opportunity to speak to your supervisor prior to the reference check.
• If you are seeking a new job opportunity within Tufts University and you are a finalists

for the new job you must be in good standing and must be able to obtain a reference from your current supervisor.  The hiring supervisor will contact your current supervisor at the direction of the HR Talent Acquisition partner and only on finalist candidates.  This reference, along with discussion about transition timelines, should be documented in notes by the hiring manager.

• Transition from the old to the new positions must be arranged to give appropriate notice to the old department while benefitting you and new department.  Those arrangements are generally worked out between the previous and new supervisor.