Internal/Lateral Transfer

Wright State University values its employees and is committed to providing opportunities for professional development, succession planning and advancement in a manner that supports and encourages fairness, accountability, and engagement.  Wright State's internal/lateral transfer policy will be consistent and compliant with applicable federal and state regulations.

In order to fully utilize their human resources, internal/lateral transfers are a tool available to hiring units:

1. to fill vacancies by internal/lateral transfer from within the university when practicable and consistent with its commitment to affirmative action;
2. to provide new opportunities on the basis of skills, knowledge, ability, and performance; and,
3. to provide job experiences, training and educational opportunities to help employees perform better and prepare for advancement or new job opportunities.

An internal/lateral transfer may be made with or without a job posting.  An internal transfer means the movement of an FTE, position may or may not be occupied, may be made within a department, or from one department to another department with no increase in salary.  A lateral transfer means the movement of an employee from one position to another position within the same or similar salary range.  The following are the ways internal/lateral transfers typically occur:

1. Application via a job posting
2. Reorganization
3. Job Audit
4. Valid workforce succession planning
5. Employee or department initiated requests

Wright State may initiate transfers of employees between departments and facilities to meet specified work requirements, to reassign work requirements, or to allow for better fit of talent alignment.  The majority of circumstances should occur within the college and/or division and do not necessitate a salary change.

Employees serving a probationary period must successfully complete the probationary period prior to an internal/lateral transfer.  In addition, being in the disciplinary process or on a performance improvement plan may be cause for denial of an internal/lateral transfer.

Requests for internal/lateral transfers outside of the above should be handled in consultation with Human Resources and the Office of Equity and Inclusion.

The following options apply to transfers under this policy.

Organization-directed transfer - In circumstances where an employee is transferred to a new department or new role due to reorganization, changes in workload, work scheduling, or reassignment of duties, and the transfer is intended to be a continuing assignment, the employee's personnel record will be changed to reflect title, department, and supervisory change as of the effective date of the transfer.

Employee-requested transfer - Any employee may request a transfer to a vacancy in a different position within his/her department by written request to the supervisor/manager/department chair.  The request must be accompanied by an employee's resume and relevant supporting documentation.  The employee should outline how his or her background matches with the qualifications and duties of the vacancy.

Procedures:

1. Hiring units will consult with Human Resources (HR) prior to any organization-directed transfer.
2. Approval of any employee-requested transfer is made by the appropriate Vice President/Vice Provost/Dean/Provost after consideration of Wright State University's commitment to affirmative action using information provided by the Office of Equity and Inclusion (OEI).
3. To initiate an employee transfer the unit recommending the internal/lateral transfer will submit a request via Wright State University's on-line applicant tracking system. (Note: Approval by OEI and HR does not imply approval by any other office which may choose to deny request, e.g., Budget, Provost Office.)

**Note** Internal/Lateral transfers otherwise covered in collective bargaining agreements will be conducted in a manner consistent with the agreement.