Training / Advancement / Promotion

Employee Training and Development

The supervisor or another selected person will acquaint the new employee with their job responsibilities. Most of the training required to perform one’s job is in the form of on-the-job training regarding procedures and equipment.

Training and advanced education can benefit the employee both personally and professionally. In keeping with a policy to provide development opportunities for all employees, the university offers some training programs.

The UW-River Falls Employee Development Committee was established for the purpose of recommending/coordinating job training opportunities for the development of employees. It is comprised of nominated or volunteer representatives from the represented and non-represented staff. Employee input is welcomed.

If you are interested in information related to training opportunities within or outside the university, contact the Office of Human Resources.

Location of Posted Internal/ Advancement Opportunities

Union/Management bulletin boards are provided in each building on the campus for employees’ convenience in viewing and being kept up-to-date on pertinent management and union notices. The building coordinator in each building is responsible for circulating and/or posting all current personnel-related information received to provide a central communication source for employees in each building. Transfer postings can also be viewed on campus email notification.

Agriculture Science Building
Mailroom Room 115

Centennial Science
Mail Room 149

Chalmer Davee Library
Mail Room 253

East Hathorn Hall
Between Career Services and Elevator

Facilities Management Building
Hallway near Room 126

Hagestad Student Center
Hallway near Stairs to Second Floor

Heating Plant
Control Room

Hunt/Knowles
Hallway near Room 107

Johnson Hall
Room 012

Karges Physical Education Building
Hallway across from Room 111

Kleinpell Fine Arts
Mail Room 169

North Hall First Floor
Bulletin Board across from room 105

Parker Hall
Room 030

Regional Development Institute
Above copy machine in kitchen

South Hall
Hallway near Mail Room

University Center
Copy Room 173

Wyman Education
Mail Room 240

Promotional Exams and Interviews

The State of Wisconsin provides promotional opportunities for current classified employees. Employees are invited to participate with other individuals for advancement opportunities by applying and taking civil service examinations. Vacancies are posted in the Current Employment Opportunities Bulletin and on the State of Wisconsin Employment web page at: http://wiscjobs.state.wi.us/public/index.asp. To find out more information about promotional opportunities, please contact the Office of Human Resources.

Once employees achieve permanent status in their classification, they may have up to 24 hours of time off annually, without loss of pay, to compete in promotional exams and resulting interviews, if those exams or interviews are scheduled during normal work hours. However, proper advance notice must be given to the supervisor. All employees are encouraged to compete in promotional exams. Please consult the union contract or union representative for more information about promotional exams and interviews.

Reclassification

Reclassification is the assignment of a position to a different classification based on logical and gradual changes in duties.

An employee or the employee’s supervisor may request that a position be considered for reclassification if the position has evolved into one with greater duties and responsibilities than originally outlined in the existing position description.

When a supervisor has reason to believe that there has been a significant change in a position, the supervisor should have the employee update the position description. Upon completion, the supervisor should review the position description for accuracy. The updated position description, an organizational chart of the department, and a justification specifying the changes in the position including why and how the changes have occurred should be submitted to the Office of Human Resources.

Generally, reclassifications are reviewed in chronological order from the date that they are formally submitted to the Office of Human Resources. In most cases an audit will be conducted with the employee and/or the supervisor to gain a better understanding of the position and the specific changes that have occurred. The Office of Human Resources may review positions at UW-River Falls as well as contact other campuses to obtain similar position descriptions in order to gain an understanding of similar staffing and classification patterns already in existence. This is necessary to ascertain consistency within the UW-System. The position will also be compared with the state specifications to determine if the position meets the intention of the specification.

After the analysis is complete, a decision to approve or deny the reclassification will be made. A detailed approval or denial justification is written by the Office of Human Resources and submitted to the employee and supervisor. If the request is denied, the employee is notified of the right to appeal. If the request is approved, there is generally a salary increase, which is determined by the appropriate collective bargaining agreement or compensation plan.

Employees and supervisors are encouraged to contact Human Resources for specific reclassification processes and procedures.

Transfer

It is the policy of the university to carefully consider all requests for transfer subject to the provisions of related collective bargaining agreements with the intention of best serving the employee and the university.

When a vacancy occurs and the position is a represented position, the position, including any special requirements, is posted via email and on the union bulletin boards located in each building on campus. Generally, positions are offered to interested individuals in the same classification with the greatest seniority (consult the postings for instructions on how to express interest in the position posted). If no one has expressed interest in the position with mandatory contractual rights, other employees in different classifications but within the same pay range may be considered. Refer to collective bargaining agreements for more specific information regarding transfer procedures.

Positions not represented by a collective bargaining agreement (non-represented) are not required to be posted; however, these positions are generally posted in the same manner as represented positions. For these vacancies, Human Resources can include the following people for possible interviews, at the supervisor’s discretion: UW-River Falls employees in positions that are in a counterpart pay range; people from other agencies in positions that are in counterpart pay range requesting a transfer; people requesting reinstatement or voluntary demotion; and/or people from the civil service exam register.

Employees who are interested in transferring within UW-River Falls or to another agency are encouraged to contact the Office of Human Resources for more specific information.

Tuition Reimbursement

Under certain circumstances employees may take training or course work and receive total or partial reimbursement for tuition. Courses must be job or career-related.

Non-represented employees should refer to the Tuition Reimbursement Instruction Form available on the Human Resources website, www.uwrf.edu/hr.

Represented employees should consult with their union contract for specific language regarding tuition reimbursement.

Human Resources