Reorganization Guidelines

Reorganization is the redesign of an internal structure initiated at the discretion of leadership. It may be done to drive new initiatives, improve efficiency and effectiveness, adapt to trends, focus on core competencies, or maximize service.

There are times when departments need to re-organize to enhance the human resources, fiscal, or operational management of the organization. The 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. When faced with the need to adjust staffing, the University will analyze the situation and utilize the most appropriate method or methods to ensure it has the right people, in the right jobs, who can further its mission of educational excellence.

Any department or division may reorganize their area and workforce to meet the mission, goals, and objectives of the University. A written reorganization plan is required when the restructuring involves the addition, elimination, or realignment of positions. A reorganization plan is not required to effect a change in supervisory relationship, for the elimination of vacant positions, or the transfer of a unit or sub-unit that does not result in reclassification or loss of filled positions.

A combination of the following actions may be part of re-organization:

  • Changing reporting structures
  • Creating or eliminating units
  • Combining organizational units
  • Creating or eliminating positions
  • Restructuring current positions

When reorganization involves position elimination or reduction, notification to affected employees shall be made with a minimum notice period of 60 calendar days.

Responsibilities of the Department Head

  1. Identify the need for a re-organization and consult with the designated Human Resources Business Partner. The following items are part of the consultation:
    1. Business rationale and summary of the proposed re-organization, including any cost projections
    2. Current and proposed organizational chart
    3. List of affected employees to include:
      • Current and proposed titles, including FTE
      • Current and proposed direct supervisors
      • If any changes to the salary are requested: current and proposed job descriptions (including minimum qualifications)
    4. List of all positions (and if applicable, incumbents) proposed for position elimination
    5. List all of new positions that are proposed including the following for each position:
      • Job description (including required qualifications)
      • The internal promotion, lateral, or demotion of current department employees
      • Whether an internal or external search is proposed and in what instances
  2. Obtain the approval of a written reorganization plan by the appropriate Executive Vice President, Vice President, or Dean. The written plan must identify the total salary and benefits expended or to be expended both before and after the re-organization. Any newly required funding as a result of re-organization must be identified as part of the proposal.

Responsibilities of Human Resources

  1. HR consults and collaborates with managers to develop job descriptions, titles, salary recommendations, posting requirements, and communication strategies.
  2. HR, in consultation with the department head, will determine if new or reclassified positions resulting from a re-organization are posted.