Temporary Reassignment Guideline

As part of our commitment to supporting employees’ professional development, we are expanding opportunities for employees to gain new skills and knowledge through temporary reassignments in other departments or divisions. In the past, Gallaudet and Clerc Center staff have primarily been reassigned within their own areas or divisions. To promote fairness and equity, we are now opening the process so that all employees have the opportunity to apply for temporary reassignment within or outside of their divisions.

As of August 21, 2025, this will begin as a pilot program. The guideline may be adjusted based on the experience and feedback received.  Current regular status employees may view current openings through the internal career posting in Workday.

Temporary Reassignment Guideline

This document formalizes the temporary reassignment process for regular-status employees within Gallaudet University and the Clerc Center (hereinafter referred to as “the University”). The process is intended to support talent mobility and career development, which are among the University’s strategic priorities.

Availability of Opportunities
Opportunities for temporary reassignment are subject to the needs and capacity of University departments. Availability may vary based on strategic priorities, budget considerations, and department readiness.

Duration of Temporary Reassignment
All temporary reassignments will be for a period of one year, with the possibility of extending for an additional one-year term upon mutual agreement between the employee, the host department, and the home department. Any extension must be formally reviewed and approved by the administrative officer and Human Resources prior to the end of the initial reassignment period.

Eligibility Criteria

To be considered for a temporary reassignment, the employee must meet the following criteria:

* Meet the minimum qualifications listed in the job description for the temporary role.
* Must not be in a probationary period at the time of application.
* The current position must not be replaced during the temporary reassignment. The department must be able to manage the workload without backfilling the position.
* The employee must inform their manager and obtain approval prior to applying.
* If selected, the employee must participate in a discussion with their current supervisor to confirm that the reassignment will not disrupt essential department operations.
* Must be in good standing with all University policies.

Procedure
To ensure an efficient and well-documented search process, the following steps must be followed:

1. Initial Coordination

   After obtaining approval from the appropriate administrators, the hiring manager should contact Human Resources to discuss the temporary reassignment opportunity.

2. Job Description

   The host department develops a job description and submits it through ServiceNow.

3. Posting the Opportunity

   Once finalized, Human Resources will post the opportunity in Workday, visible only to current regular-status employees.

   * The posting must remain open for a minimum of one week.

   * Applicants are only required to submit a letter of interest outlining why they are a strong candidate for the assignment.

4. Search Process

   While the position is posted, the Search Committee Chair will:

   * Form a committee of three members.

   * Develop interview questions.

   * Send calendar invites to committee members for pre-interview and interview meetings.

5. Screening

   Human Resources will screen applicants for minimum qualifications and share qualified candidates with the Search Committee Chair.

6. Selection

   After interviews, the Search Committee Chair will submit a memo to Human Resources outlining:

   * Their top candidate selection and rationale.

   * The strengths and areas for development for all interviewed candidates.

7. Final Coordination

   Once the recommendation is approved, Human Resources will consult with the employee’s current manager to confirm that the temporary reassignment is acceptable.

Employment Terms During Reassignment
If the temporary reassignment is approved, Human Resources, in collaboration with the senior administrator and administrative officer, will ensure the following:

Compensation: Employees will retain their current salary and benefits during the reassignment unless the position includes significant changes in responsibilities that warrant a temporary pay adjustment. Any proposed pay changes must be reviewed and approved by Human Resources and the appropriate leadership.

Benefits: Health, retirement, and leave benefits will continue without interruption during the reassignment.

Employment Status: Faculty or teachers temporarily reassigned to a staff position will retain their current status throughout the reassignment.

Transition Planning: A transition plan must be developed collaboratively between the home and host departments, identifying key responsibilities, reporting structure, and performance expectations.

Department Orientation: The host department must provide a structured orientation during the employee’s first week and ensure support for a smooth transition.

Documentation: All terms of the reassignment must be outlined in an agreement signed by the employee, the home department manager, and the host department manager. The template will be provided by Human Resources.

Return-to-Home Department Procedures
At the conclusion of the reassignment—or upon early termination—the following will apply:

* The employee will return to their original role unless otherwise agreed upon in writing.
* The home department, in coordination with Human Resources, will facilitate a smooth reintegration.
* The employee may return to their original position or to a comparable role. The employee’s original role must be preserved during the reassignment period unless all parties formally agree in writing to a permanent change.