Glossary of Actions

Acting Appointment Process

Steps: Once ERF is Approved

  1. Completed/Signed Acting Form is sent to SEBS-HR for review and Dean’s approval
  2. SEBS will review and if approved, will send these documents to UHR
  3. UHR will process transaction and notify department/SEBS-HR. Acting Pay is effective based on the dates of the acting appointment requested on the form.

***Min/Mid/Max Ranges: 5-15%***

For more information read the University Policy on: policies.rutgers.edu/view-policies/human-resources-hr-section-60

In-Grade Salary Adjustments

Steps: Once ERF is Approved

  1. Completed/Signed Salary-In-Grade Range Form is sent to SEBS-HR for review/ approval and Dean's office signature
  2. Department Initiator will prepare a position request in the orange tab in ROCS that will include:
    • CARF with new duties (please make sure all fields are populated and well described in areas 1–7)
    • Org Chart
    • Justification Cover letter by Chair or Director
    • Approved ERF
    • Signed Salary-In Grade Form
  3. UHR will process transaction and notify department/SEBS-HR. This transaction becomes effective the payroll date following UHR's receipt of the submitted request in ROCS.

Employee can only submit an in-grade salary adjustment once every 12 months.

***In-Grade Salary Adjustment Range is up to 10%***

For more information read the University Policy on: policies.rutgers.edu/view-policies/human-resources-hr-section-60

Overtime

Steps: Overtime requests should be sent to SEBS-HR for review/approval.

  1. Email requests should include a spreadsheet detailing the following for review:
    • Days of Work
    • Hours of Work
    • Description of Work Performed
    • Is this a one-time request, indicate anticipated end date of work/project.
  2. SEBS-HR will review and respond by email with an approval or request for additional information (if applicable).

For more information read the University Policy on: policies.rutgers.edu/view-policies/human-resources-hr-section-60

Lateral Moves

Note: If an employee accepts a new position that is within the same grade (even if the title has changed), according to university policy, no additional compensation will be added to the employee's current salary, the salary will be retained.

Promotions (Internal)

Note: A minimum of 5% up to a maximum of 15% salary increase at the discretion of the hiring authority can be added to the employee’s current salary.

Reclassification

Steps:

  1. Send an ERF request, completed reclassification request form (Word file), a copy of your current CARF and a copy of your new CARF (with all new duties/task highlighted in yellow for ease of review) signed by your Chair/Director to SEBS-HR for review, you will be notified once/if the ERF has been approved.
  2. If approved, Department Initiator will prepare a position request in ROCS in the orange tab that will include:
    • CARF with new duties (please make sure all fields are populated and well described in areas 1–7)
    • Org Chart
    • Justification Cover letter by Chair or Director
    • Approved ERF
    • Reclassification request form
    • A resume may be requested
  3. UHR will process transaction and notify department/SEBS-HR. This transaction becomes effective the payroll date following UHR's receipt of the submitted request in ROCS.

***Department Chairs/Director can submit Reclassification Requests on behalf of their Employees once every 12 months***

SEBS-HR reviews any potential salary increases that may result from reclassification/promotions to ensure pay equity across the school.

A bachelor's degree is preferred for any newly reclassified (MPSC) title that will supervise Class 1 employees. Completion of the Supervisory Certification Program must be completed within 90 days of the start of their newly reclassified appointment (visit the OneRed training portal).

Supervisors perform human resource duties, may recommend employee training, handle performance evaluations and worker grievances, make hiring recommendations, and preparing job descriptions. Supervisors may coordinate projects, prepare/present reports and oversee budgets, making recommendations for expenditures.

Employers may hire supervisors without a bachelor’s degree if they have prior experience in a leadership role and can show courses in a business administration program that include management, organizational behavior and human resource management, which prepare the supervisor to direct and lead others in a work setting.

For more information read the University Policy on: policies.rutgers.edu/view-policies/human-resources-hr-section-60

Self-Initiated Classification Review

Steps: Employee emails a completed CARF signed at the bottom by the department Chair or director for UHR’s review to hrconsultant@hr.rutgers.edu

  1. Employee will receive a time/date stamped email indicating receipt from UHR
  2. UHR will instruct the employee to upload the classification request into ROCS in the orange tab along with the following:
    • CARF (please make sure all fields are populated and well described in areas 1-7)
    • Org Chart
    • Justification Cover letter by Chair or Director
  3. Determinations are made within eight (8) weeks and become effective the date your email request was time/date stamped by the classification team. UHR will notify employee/SEBS-HR of any processing changes.
  4. This transaction becomes effective the payroll date following UHR's receipt of the submitted request in ROCS.

***Employee can Reclassify once every 12 Months***

For more information read the University Policy on: policies.rutgers.edu/view-policies/human-resources-hr-section-60