{"id":1899,"date":"2023-02-10T13:26:06","date_gmt":"2023-02-10T21:26:06","guid":{"rendered":"https:\/\/dornsife.usc.edu\/administration-finance\/?page_id=1899"},"modified":"2025-02-24T11:18:15","modified_gmt":"2025-02-24T19:18:15","slug":"manage-people-2","status":"publish","type":"page","link":"https:\/\/dornsife.usc.edu\/administration-finance\/human-resources\/manage-people-2\/","title":{"rendered":"Manage People"},"content":{"rendered":"\n\n\n\n \n \n \n\n\n\n\n\n\n\n
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\n Promotions\n <\/h3>\n\n\n<\/div>\n \n \n
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A promotion is the advancement of a current university employee to a position at a higher level that may have greater authority. The two recognized university methods for promoting employees are \u201ccompetitive hire\u201d promotions and \u201cinternal department\u201d promotions.<\/p>\n

Departments may not make a commitment to the employee until Compensation staff has reviewed and approved the promotion. The effective date of the promotion may not be retroactive.<\/p>\n

The promoted employee is not guaranteed any increase in pay because of the change in responsibilities; however a wage or salary increase is typically a fair response to an \u201cinternal department\u201d promotion. The rate of pay for the position is determined on the same basis as any candidate newly hired into a posted position. A pay increase for an \u201cinternal department\u201d promotion requires the supervisor to follow the guidelines outlined in the \u201cStaff Wage and Salary Guidelines\u201d (see \u201cMarket Pay Adjustments\u201d). The effective date of the pay increase may not be retroactive. If you have any questions, contact\u00a0Delmer Garcia<\/a>.<\/p>\n\n\n\n\n\n\n\n\n
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Necessary Documents Needed for Submittal<\/strong><\/p>\n

\u00a0<\/strong><\/p>\n<\/td>\n

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Who\u2019s Responsibility<\/strong><\/p>\n<\/td>\n<\/tr>\n

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Rationale\/justification for internal promotion<\/p>\n

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  • demonstrate why the candidate\u2019s knowledge, experience and skill level uniquely qualify him or her for the position<\/li>\n
  • explain why others within the school or division are not similarly qualified and were not or would not be considered<\/li>\n
  • explain why external candidates would not be considered<\/li>\n<\/ul>\n<\/td>\n
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Department<\/p>\n<\/td>\n<\/tr>\n

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Proposed Job Description<\/a><\/p>\n<\/td>\n

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Department<\/p>\n<\/td>\n<\/tr>\n

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Proposed Organizational Chart<\/p>\n<\/td>\n

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Department & Human Resources<\/p>\n<\/td>\n<\/tr>\n

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Current job description<\/p>\n<\/td>\n

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Human Resources<\/p>\n<\/td>\n<\/tr>\n

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Resume<\/p>\n<\/td>\n

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Employee<\/p>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n\n\n\n<\/div>\n \n <\/div>\n\n\n \n <\/div>\n\n \n

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\n Reclassification\n <\/h3>\n\n\n<\/div>\n \n \n
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A reclassification of an employee to a different position is a corrective action that typically occurs when it is determined by Compensation staff (through the position reassessment process) that an employee is utilizing a job description that does not appropriately reflect current duties and responsibilities.<\/p>\n

Please fill out the following paperwork and forward to\u00a0Delmer Garcia<\/a>.<\/p>\n

BEFORE COMPLETING THE FORMS BELOW, PLEASE ENSURE THAT YOU HAVE DISCUSSED AND OBTAINED THE APPROPRIATE FUNDING SOURCE ACCOUNT NUMBER(S) FROM YOUR DESIGNATED DORNSIFE DEPUTY DIRECTOR<\/strong><\/p>\n\n\n\n\n\n\n\n\n\n\n
Required Documents<\/strong><\/td>\nResponsible<\/strong><\/td>\n<\/tr>\n
Position Questionnaire<\/a><\/td>\nEmployee<\/td>\n<\/tr>\n
Rationale Memo<\/td>\nSupervisor<\/td>\n<\/tr>\n
Proposed Org Chart (if changes)<\/td>\nSupervisor<\/td>\n<\/tr>\n
Proposed Job Description<\/a><\/td>\nSupervisor<\/td>\n<\/tr>\n
Current Org Chart<\/td>\nHR<\/td>\n<\/tr>\n
Current Signed Job Description<\/td>\nHR<\/td>\n<\/tr>\n
Salary Benchmark<\/td>\nHR<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

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\n Requesting to Extend a Fixed-Term of Postdoctoral Appointment\n <\/h3>\n\n\n<\/div>\n \n \n
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All requests to extend fixed-term or Postdoctoral appointments must be submitted through the myDornsife portal using the Postdoc\/Fixed Term\/Grant-funded Reappointment Process application.<\/p>\n

If you require access to this application, please send an email to hrrequests@dornsife.usc.edu<\/a>.<\/p>\n

Requests for employees that require continued visa sponsorship should be made at least 2 months prior to their current end date.<\/p>\n\n\n\n<\/div>\n \n <\/div>\n\n\n \n <\/div>\n\n \n

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\n Bonus\/Award\n <\/h3>\n\n\n<\/div>\n \n \n
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Bonus to reward staff for past performance and specific accomplishments above and beyond their regularly assigned duties.<\/p>\n

Awards are given after a process of nomination, evaluation and selection after being reviewed by a group or committee.<\/p>\n

Steps:<\/p>\n

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  1. Supervisor should seek approval to request bonus\/award from their supervisor.<\/li>\n
  2. Consult with Deputy Director regarding appropriateness of request and confirmation of funding for the increase.<\/li>\n
  3. Complete Dornsife Bonus\/Award request form<\/a>.<\/li>\n
  4. Submit completed form to hrrequests@dornsife.usc.edu<\/a>.<\/li>\n
  5. Documentation will be reviewed by Dornsife HR and Position Control in consultation with USC Compensation. Missing documentation will be requested.<\/li>\n
  6. If approved:
    \na. Dornsife HR will notify the supervisor.
    \nb. Request will be submitted to Dornsife Payroll for processing.<\/li>\n
  7. If denied, Dornsife HR and\/or the Deputy Director will notify the supervisor.<\/li>\n<\/ol>\n\n\n\n<\/div>\n \n <\/div>\n\n\n \n <\/div>\n\n \n
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    \n Overloads\n <\/h3>\n\n\n<\/div>\n \n \n
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    Overload is a payment to an employee who is going to temporarily perform duties unrelated to their normal responsibilities or who is going to temporarily assume additional responsibilities. Overload payments for the assignment of additional duties are not mandatory.<\/p>\n

    Reminders:<\/strong><\/p>\n