Job Changes

The following resources and information will help explain the process behind common job change actions that Classification and Compensation reviews, analyzes, and processes:

 Creating a New Position

Creating a new position is the process by which a new job is created. A new position is required to be created for any position before it can be advertised or filled. Budgeted staff positions must be complete with a position description and established salary. Creating a position in Workday requires the initiation of the "Create Position" business process, regardless of the position type (staff, temporary/casual, etc.).

Reclassifying an Existing Position

Reclassifying an existing position is the process by which an existing position is given a new title and salary. A reclassification may be to a higher, lower, or lateral title. The title and salary change associated with reclassification may be effective no earlier than the beginning of the pay period in which it is approved. Reclassifying a position in Workday involves different processes depending on whether the position is vacant or filled. For a filled position, the business process “Edit Position Restrictions” must be initiated to change the position description, followed by the “Change Job” business process to update the employee’s title and salary. For a vacant position, only the “Edit Position Restrictions” business process is required.

Updating a Position Description

Updating an employee's position description entails making minor changes to their job that are not sufficient to warrant a new title. All updates to position descriptions are analyzed by Classification and Compensation to ensure that a new title is not warranted. Updating a position description in Workday requires the initiation of the “Edit Position Restrictions” business process.

Internal Promotion and Transfer

The internal promotion and transfer of an employee is the process by which qualified internal candidates may be promoted or transferred to fill a vacancy without an advertisement or posting. The changes finalized by Internal Promotion and Transfer may be effective no earlier than the date on which it is approved. To promote or transfer an employee in Workday will involve the initiation of the “Change Job” business process.

Adding a Job to an Employee (Dual Employment)

An employee is considered dual employed when holding two or more jobs at a State of Texas Agency. Classification and Compensation reviews all requests for Dual Employment to ascertain whether the hours worked in multiple positions may be combined under the Fair Labor Standards Act for overtime. To put an employee in more than one position in Workday involves the initiation of the “Add a Job” business process. No employee may begin work until the "Add a Job" business process is complete with logged analysis from Classification and Compensation. Because the "Add a Job" process is a form of hire, a Criminal Background Check may need to be completed.

Other Changes