University Policy 6.10.9
Staff Transfer (Excluding Academic and Bargaining Unit Staff)

Policy Statement

Cornell University supports an environment that values the pursuit of career mobility and encourages staff members who express an interest, and have the abilities, to pursue appropriate vacancies to foster their career development. Toward that end, the university supports a staff member’s efforts to transfer from one position to another.

Reason for Policy

Transfers are an important means of assuring the best possible match of university jobs to individual skills, of developing and expanding individual skills and experience, and of achieving university goals of equal employment opportunity and promotion from within.

Entities Affected by This Policy

• Ithaca-based locations
• Cornell Tech campus

Who Should Read This Policy

• Unit administrators
• Unit heads
• Unit human resources representatives
• Regular, nonacademic, non-bargaining unit staff members
• Supervisors

Related Resources

University Policies and Information

• Credited & Continuous Service Information
• Career Success Center
• Jobs at Cornell
• University Policy 6.6.1, Filling Vacancies (Excluding Academic and Bargaining Unit Staff)
• University Policy 6.6.2, Reference Checks, Information Verification, and Background Checks
• University Policy 6.9, Time Off and Leaves
• University Policy 6.12, Separations, Voluntary and Involuntary (Including Layoff)

University Forms and Systems

• Workday

Contacts

Direct any general questions about this policy to your college or unit administrative office. If you have questions about specific issues, contact the following offices.

Definitions

These definitions apply to terms as they are used in this policy.

Responsibilities – Ithaca-Based Locations and Cornell Tech

The major responsibilities each party has in connection with this policy are as follows:

Principles

Purpose

College/unit heads and supervisors are expected to create and foster an environment that supports and rewards the pursuit of career mobility and to encourage staff members who express an interest, and have the abilities, to pursue appropriate vacancies to foster their career development. Discussion between an employee and their present supervisor regarding career development is encouraged, prior to an employee pursuing another opportunity. The knowledge of a staff member's pursuit of a transfer should not in any way negatively affect their current standing, treatment, or other conditions of the present position.

Eligibility

Career moves need to be carefully planned, as future career moves will depend upon successful performance and demonstrated success in creating a solid and stable work history. University employees who have completed six months of service in their current positions may apply and be considered for openings at the university. Because frequent movement may negatively impact overall career success, employees are encouraged to spend more time (one-two years) in a position before seeking a transfer.

In special circumstances, and with the support of the current supervisor and/or current college/unit human resources representative or designee, an employee may seek a transfer prior to completing six months of service in their current position. 

Release Time for Interviews on Campus

In support of Cornell's staff transfer policy and in keeping with business needs, reasonable time off is granted for Cornell job interviews. A staff member may also be granted such release time to discuss career opportunities in confidence with their college/unit human resources representative or designee and/or consultant in Organizational Development and Effectiveness and/or the Office of Talent Attraction and Recruitment. This discussion may include issues of personal and professional development, impact of career changes on family or personal life, and individual job search counseling.

Requests for release time will be approved on an individual basis by the staff member's supervisor and are considered time worked. If staff members do not wish to request paid release time, they may request health and personal leave, vacation, or leave without pay.

Reference Checking and Information Verification

Satisfactory reference checks are a condition of employment. The individual in charge of the search is responsible for verification of the applicant's background and credentials. For information on checking references and performing the necessary information verifications, including background checks, refer to University Policy 6.6.2, Reference Checks, Information Verification, and Background Checks.

Notification

A nonexempt staff member who transfers to another position is expected to provide written notification to their supervisor at least ten working days prior to the start date of the new position. An exempt staff members who transfers to another position is expected to provide written notification at least one month prior to the start date of the new position.

In the event that there are institutional considerations or significant penalties to the organization losing a given employee, the losing and gaining organizations should work together to ensure that institutional objectives are met without penalizing the successful candidate. Organizational Development and Effectiveness can facilitate these discussions. Employees who are pursuing or have accepted new positions are expected to continue to fulfill the requirements of their current positions.

Movement between Weill Cornell and Ithaca Campus, or Vice Versa

When an employee moves from Weill Cornell Medicine to endowed Ithaca or contract colleges of Cornell University, credited service is calculated in accordance with the provisions outlined on the Credited & Continuous Service and FAQ webpage.

Procedures – Ithaca-Based Locations and Cornell Tech

Applying for Transfer

Available positions are posted on the Jobs at Cornell website. Employees may find opportunities within their own units or elsewhere at the university. For each position for which a staff member wishes to apply, the staff member must do so as instructed in the job advertisement (for example, using the online application process). Career opportunities may also be discussed in confidence with any of the following individuals:

• Your current supervisor
• The current college/unit human resources representative or designee
• A consultant in Organizational Development and Effectiveness
• A consultant in Talent Attraction and Recruitment

Responsible Office and Policy Administration

Responsible Executive

Revision History