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1. Purpose and Applicability
   The purpose of this Policy is to encourage career advancement within the ºÚÁÏÍø±¬³Ô¹Ï (ºÚÁÏÍø±¬³Ô¹Ï) and provide a competitive process for all internal and external applicants for a position while maintaining ºÚÁÏÍø±¬³Ô¹Ï operational efficiency and effectiveness. This policy applies to exempt, nonexempt, and overseas staff employees on regular and contingent status and collegiate, overseas collegiate, and adjunct faculty.  Nonexempt staff employees who are included in the representation of the collective bargaining unit are subject to the Memorandum of Understanding (MOU) and applicable ºÚÁÏÍø±¬³Ô¹Ï HR policies; where there is a conflict between the two, the MOU shall prevail.
2. Administration
   1. An employee wishing to transfer to another ºÚÁÏÍø±¬³Ô¹Ï position must submit an application and the application must comply with all requirements in the position posting. In addition, an application for transfer will be considered competitively along with all other candidate applications for the respective position.
   2. If a transfer applicant is considered for a position, ºÚÁÏÍø±¬³Ô¹Ï may seek references, which may be in writing, from the applicant's current and past managers within ºÚÁÏÍø±¬³Ô¹Ï, in addition to those named by the transfer applicant. Submission of an application is acknowledgement of consent to the aforementioned reference checks.
   3. Employees are eligible to transfer to a position outside of his/her current department after completing twelve (12) months of service in his/her current position. Applicants not meeting this eligibility requirement will not be considered for the position, unless the CHRO or designee makes an exception on a case-by-case basis.
   4. Employees desiring to find transfer opportunities should refer to the location of the university’s internal job postings.
   5. Supervisors who have open positions are discouraged from encouraging employees in other departments to apply, other than referring them to the posting. Transfer applicants for transfer are discouraged from discussing their application and the position with the manager of that position.
   6. When a transfer applicant is selected for a new position, the applicant must provide at least two weeks’ notice to his/her supervisor. The transfer applicant's current and new supervisor may agree to a longer or shorter notice period.
3. Transfer Between ºÚÁÏÍø±¬³Ô¹Ï Divisions To a Faculty Position
   1. An employee interested in an instructional faculty position for another ºÚÁÏÍø±¬³Ô¹Ï division must submit an application and the application must comply with all requirements in the position posting.
   2. Adjunct and Collegiate Faculty Employee Applicants
      Additional consideration will be given to qualified adjunct and collegiate faculty who have applied for instructional adjunct or collegiate faculty positions posted for another ºÚÁÏÍø±¬³Ô¹Ï division.  The adjunct or collegiate faculty employee must meet the following criteria to receive additional consideration:
      1. Live or have plans to move to the ºÚÁÏÍø±¬³Ô¹Ï division for which the position is posted and be local to the location of the position if any face-to-face teaching is required;
      2. Be approved by ºÚÁÏÍø±¬³Ô¹Ï division to teach the course(s) required for the position; and
      3. The department head for the ºÚÁÏÍø±¬³Ô¹Ï division from which the employee is transferring has indicated his/her support to the Office of Human Resources.
4. Transfer Between ºÚÁÏÍø±¬³Ô¹Ï Divisions To Staff a Position
   1. When an employee responds to a staff posting in another ºÚÁÏÍø±¬³Ô¹Ï division, the Office of Human Resources will ensure that the hiring manager is aware of the applicant's experience in their current division.
   2. When an employee transfers to a position in another ºÚÁÏÍø±¬³Ô¹Ï division, the following conditions apply:
      1. The transfer will be viewed as continued or reinstated employment, as applicable and in accordance with ºÚÁÏÍø±¬³Ô¹Ï policies.
      2. The terms and conditions of employment will be those applicable to the new ºÚÁÏÍø±¬³Ô¹Ï division and to the position into which the transfer is made, including the compensation range for and salary assigned to the position. Moving expenses incident to ºÚÁÏÍø±¬³Ô¹Ï division transfer will be compensated only if that benefit is otherwise available to the individual as part of his/her separation package or transportation agreement as negotiated by ºÚÁÏÍø±¬³Ô¹Ï Europe, ºÚÁÏÍø±¬³Ô¹Ï Asia, or ºÚÁÏÍø±¬³Ô¹Ï Stateside and in accordance with VII-4.41-GC – ºÚÁÏÍø±¬³Ô¹Ï Policy on Payment of Candidate Travel and Moving Expenses for Staff and Faculty Positions.
      3. The employee must live or have plans to move to the ºÚÁÏÍø±¬³Ô¹Ï division to which they are transferring prior to starting the new position.
         1. Due to the applicability of local and international law, it may not be possible or practical for ºÚÁÏÍø±¬³Ô¹Ï Adelphi to accommodate transfers when the ºÚÁÏÍø±¬³Ô¹Ï overseas employee is located outside of the United States.
         2. ºÚÁÏÍø±¬³Ô¹Ï is a State of Maryland entity and operates under the laws of the State of Maryland. In considering an employee transfer to another ºÚÁÏÍø±¬³Ô¹Ï division, ºÚÁÏÍø±¬³Ô¹Ï must consider the effect that local law may have on ºÚÁÏÍø±¬³Ô¹Ï and its operations, as applicable.
      4. Employee transfers will be determined on a case-by-case basis with consideration for the impact of the transfer on ºÚÁÏÍø±¬³Ô¹Ï operations. In most cases, transfer to a position with another ºÚÁÏÍø±¬³Ô¹Ï division will require relocation to that division.
      5. ºÚÁÏÍø±¬³Ô¹Ï employees will not be retaliated against for seeking transfer opportunities.
5. Exceptions
   Exceptions to this policy may be made with the approval of the Chief Human Resources Officer or designee.

Implementation Procedures

The ºÚÁÏÍø±¬³Ô¹Ï President has designated the Chief Human Resources Officer (CHRO) to administer this policy; to develop procedures as necessary to implement this policy; to communicate this policy to the ºÚÁÏÍø±¬³Ô¹Ï community; and to post the policy and any applicable procedures on the ºÚÁÏÍø±¬³Ô¹Ï website.

Replacement for:

ºÚÁÏÍø±¬³Ô¹Ï 100.10 – Transfer of Overseas Employees
ºÚÁÏÍø±¬³Ô¹Ï 100.15 – Policy and Procedure on Staff Transfer Opportunities
ºÚÁÏÍø±¬³Ô¹Ï OS 35.00 Policy on Transfer Overseas