TAP No. 6: Selection, Assignment, Transfer, and Promotion of Non-Faculty Employees


This policy applies to regular full-time non-faculty employees.


The purpose of this policy is to summarize the internal selection, assignment, transfer, promotion and introductory review process.

I. Overview

Internal employees are recruited and are selected for employment, transfer, or promotion on the basis of their knowledge, skills, and abilities in correlation to the job requirements. The best possible qualified individual as determined by the University will be selected without regard to race, color, gender, sexual orientation, age, religion, national origin, marital status, genetic history or disability.

II. Application and Transfer

University employees who desire to transfer to a new position, and who have the requisite knowledge, skills and abilities, must prepare and submit a cover letter and resume and apply via the University’s career website.

Because of the cost involved in the employment and training process, newly hired or transferred individuals may not apply for and will not be eligible for future transfer outside their department for a period of one year without the expressed permission of their current department head.

An individual who is being strongly considered for transfer to another department should notify their current supervisor of their intent. A reasonable notice must be given once the job is offered and accepted. Two weeks is preferred and strongly encouraged.

III. Introductory and Review Period

Although employment at Duquesne University is at will (a legal right of an employer to terminate the employment relationship at any time, for any or no reason, unless the employee has been given a written contract for a specified period of time), all new and recently transferred employees are subject to a three-month (90 day) Introductory and Review Period during which or after which time the employing department head will advise the Office of Human Resources whether or not they will be retained beyond that time.

The Office of Human Resources assists in this procedure by sending Introductory and Review Period rating reports at appropriate intervals for completion by departments employing non-exempt, support employees. If it becomes apparent that the new or recently transferred employee does not have the knowledge, skills, and abilities to perform the essential job functions, or for any other reason may not be retained in the position, the Office of Human Resources will assist the department head in determining the best course of action to be followed to resolve the matter. This could include extending the Introductory Period, providing further training, demotion, transfer or termination.

IV. Related Information

TAP No. 30, Affirmative Action, Equal Educational and Employment Opportunity and Human Relations in the Workplace and Classroom

V. Violations

Violations of this policy will be reviewed on a case-by-case basis and are subject to formal disciplinary action up to and including termination of employment.

VI. History

Date of most recent revision: January 2024.

VII. Ownership of Policy

Office of Human Resources