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Transfer vs. Reassignment Explained

A transfer involves an employee moving to a vacant position in the same or different job class within the same pay grade. It requires posting the position and hiring the employee according to DAS rules. A reassignment is when an appointing authority changes an employee's current position, which may include a change in duties, location, schedule, or unit without a change in pay. Both transfers and reassignments can be voluntary or involuntary and intra-agency or inter-agency, but a transfer always involves moving between vacant positions while a reassignment is within the current position.

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134 views1 page

Transfer vs. Reassignment Explained

A transfer involves an employee moving to a vacant position in the same or different job class within the same pay grade. It requires posting the position and hiring the employee according to DAS rules. A reassignment is when an appointing authority changes an employee's current position, which may include a change in duties, location, schedule, or unit without a change in pay. Both transfers and reassignments can be voluntary or involuntary and intra-agency or inter-agency, but a transfer always involves moving between vacant positions while a reassignment is within the current position.

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Senamopmac Ying
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© All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PDF, TXT or read online on Scribd

Transfer vs.

Reassignment
Transfer:
 A transfer is when an employee moves to a vacant position in the same job class, or a different job class in the 
same pay grade (can be intra or inter‐agency). 
 The vacant position must be posted on NEOGOV and the employee must be hired in accordance with DAS 
Administrative Rules. 
 P1 type 088 Transfer is used to move the employee who was hired into the vacant position. 
DAS ADMINISTRATIVE RULES: 
Definition – Chapter 50: “Transfer” means the movement of an employee from a position in a job class to a vacant position for 
which the employee qualifies in the same or different job class in the same pay grade. A transfer may include a change in duties, 
work location, days of work or hours of work. A transfer may be voluntary at the request of the employee, or involuntary at the 
discretion of the appointing authority. 
11—59.5(8A) Transfer. Transfers are restricted to the movement of an employee to a vacant position of the same or different 
job class in the same pay grade. Transfers may be interagency or intra‐agency. To be eligible to transfer, the employee must meet 
any minimum qualifications and selective requirements for the position. Vacancies must be filled in accordance with 11—Chapter 
56.  
An employee may request a voluntary transfer. The decision to grant or deny a request for voluntary transfer is made by the 
receiving appointing authority.  
An  appointing  authority  may  involuntarily  transfer  an  employee.  To  do  so,  any  applicable  collective  bargaining  agreement 
provisions regarding transfer must first be exhausted. Involuntary interagency transfers require the approval of both the sending 
and the receiving appointing authorities.  
If the transfer of an employee would result in the loss of merit system coverage, the transfer shall not take place without the 
affected employee’s written consent to the change in merit system coverage. A copy of the consent letter shall be forwarded by the 
appointing  authority  to  the  director.  If  the  employee  does  not  consent  to  the  change  in  coverage,  a  reduction  in  force  may  be 
initiated in accordance with these rules or the applicable collective bargaining agreement. 
 
Reassignment:
 A reassignment is when an appointing authority makes changes to an employee’s current position. It may result in 
movement within the same organizational unit or another organizational unit, a change in duties, work location, 
days of work, or hours of work.  
 A reassignment may involve one or more of the following M5s and/or P1s (including, but not limited to): 
o Move to a different organizational unit: Cost Center Change M5 
o Work location change: 279 Work Address/Work Phone Number Change P1 
o Days of work: 289 Monday through Friday Work Week P1 (if changing to/from a Monday through Friday 
work week); update default timesheet in HRIS time reporting module to reflect new work schedule 
o Hours of work (full‐time to part‐time or vice‐versa): Position Type Change M5 and FTE Change M5, 
followed by 289 Hours Per Week Change P1 and 377 Condition of Employment Change P1; update default 
timesheet in HRIS time reporting module to reflect new work hours 
o Change in duties: Reclassification M5, followed by a 692 Reclassification P1 
DAS ADMINISTRATIVE RULES: 
Definition – Chapter 50: “Reassignment” means the movement of an employee within the same organizational unit or to another 
organizational unit at the discretion of the appointing authority. A reassignment may include a change in duties, work location, days 
of work or hours of work and may be temporary or permanent. A reassignment may result in a change from the employee’s previous 
job classification. 
11—59.2(8A)  Reassignment.  An  appointing  authority  may  reassign  an  employee.  Reassignments  may  be  intra‐agency  or 
interagency. Interagency reassignments require the approval of both the sending and the receiving appointing authorities.  
An employee who refuses a reassignment may be discharged in accordance with rule 11—60.2(8A), except as provided in this 
rule.  
If the reassignment of an employee would result in the loss of merit system coverage, an appointing authority may not reassign 
that employee without the employee’s written consent regarding the change in merit system coverage. A copy of the consent letter 
shall  be  forwarded  by  the  appointing  authority  to  the  director.  If  the  employee  does  not  consent  to  the  change  in  coverage,  a 
reduction in force may be initiated in accordance with these rules or the applicable collective bargaining agreement. 

Transfer vs. Reassignment (DAS‐HRE)   1  08/07/17 

Common questions

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DAS Administrative Rules ensure that transfers are only made to vacant positions of the same or different job class in the same pay grade. They stipulate compliance requirements, such as using NEOGOV for job postings and hiring, and mandate approvals for interagency transfers. These rules help maintain fairness and transparency in facilitating employee movement while preserving employees' merit system coverage unless consent for change is provided .

A transfer involves moving an employee to a vacant position in the same or different job class within the same pay grade, and it can be voluntary or involuntary. The position must be posted, and the process must comply with DAS Administrative Rules. In contrast, a reassignment occurs within or between organizational units at the discretion of the appointing authority and may involve changes in duties, work location, or schedule. Transfers focus on vacant positions, while reassignments are more about altering the current position's conditions .

For an intra-agency reassignment, the appointing authority must ensure the reassignment aligns with organizational needs and complies with relevant rules. Changes to job conditions must be mutually agreed upon if merit coverage impact is expected. The reassignment should take into account employee contractual obligations and, if necessary, consent must be obtained for any changes before proceeding .

Posting vacancies on NEOGOV ensures transparency, equal opportunity, and compliance with DAS Administrative Rules. It allows qualified candidates to apply and be considered for positions, promoting a fair and competitive selection process. This process prevents arbitrary internal movements and aligns with standardized public service employment practices, ensuring integrity in hiring and transfers .

The potential loss of merit system coverage requires explicit employee consent, which can complicate the transfer process. If an employee does not agree to the change, a transfer cannot proceed without triggering a reduction in force. This constraint ensures that employees' rights and benefits under the merit system are not altered without their approval, underscoring the influence of regulatory and consent conditions on administrative processes .

Reassignment can lead to changes such as moving within or between organizational units, altering job duties, and modifications to work location, schedule, or hours. These changes can be temporary or permanent and may lead to reclassification of the employee's job position. This can impact pay, responsibilities, and potential career trajectory, highlighting the flexibility and uncertainties involved in reassignment .

An employee might refuse a reassignment if it changes job conditions unfavorably or if the employee is concerned about losing merit system benefits. According to the rules, refusal can lead to discharge unless exceptions outlined in the rules apply. This consequence highlights the balance between organizational authority and employee rights, stressing the importance of good communication and negotiation in workforce management .

A voluntary transfer is requested by the employee and must be approved by the receiving authority, while an involuntary transfer is at the discretion of the appointing authority and must consider contractual obligations. Voluntary transfers empower employees by giving them choice, whereas involuntary transfers might be imposed for organizational needs, possibly affecting employee satisfaction and job stability .

A reduction in force may occur if a transfer leads to the loss of merit system coverage and the employee does not consent to this change. Without employee consent, rules or applicable collective bargaining agreements must initiate the reduction in force to prevent changes in employment conditions without the employee's agreement, safeguarding their position within the organizational framework .

Consent is critical for changes in merit system coverage during a reassignment. If the reassignment would alter an employee's merit system status, written consent from the employee is required to proceed. This ensures that such significant changes to employment terms are agreed upon voluntarily, protecting employee rights and preventing unilateral decision-making by management .

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