- (1) A career mobility is a temporary assignment of an employee to a different position for purposes of professional growth or fulfillment of specific organizational needs. Career mobility assignments may be to any salary range.
- (2) Management may provide career mobility assignments inside or outside state government in any position for which the employee qualifies.
(3) An employee or management may initiate a career mobility.
- (a) Career mobility assignments may be made without going through the competitive process but shall remain temporary.
(b) Career mobility assignments shall only become permanent if:
- (i) the position was originally filled through a competitive recruitment process; or
- (ii) a competitive recruitment process is used when management determines a need for the assignment to become permanent.
- (4) Management shall use a written career mobility agreement with the employee outline any program provisions and requirements. The career mobility shall be both voluntary and mutually acceptable.
(5) A participating employee may choose to retain any rights, privileges, entitlements, career service status subject to Section R477-5-2, and benefits from the previous position while on career mobility.
- (a) If a reduction in force affects a position vacated by a participating employee, the participating employee shall be treated the same as other RIF employees.
- (b) If a career mobility assignment does not become permanent at its conclusion, the employee shall return to the previous position or a similar position at a salary rate described in Subsection R477-6-6(10).
- (6) An employee who has not attained career service status before a career mobility assignment cannot permanently fill a career service position until the employee obtains career service status through a competitive process.
KEY: employment, fair employment practices, hiring practices
Date of Last Change: July 1, 2025
Notice of Continuation: March 9, 2022
Authorizing, and Implemented or Interpreted Law: 63A-17-106; 67-20-8