Personnel Policies Manual

  1. The Navajo Nation may, at its discretion, initiate or approve changes in assignment of employees from one position to another or from one worksite to another. Pursuant to Section IV.K, employees applying for or being considered for a change in assignment that result in movement from a non-sensitive position to a sensitive position shall be subject to the required background check and suitability assessment.

  2. These policies apply to all regular status employees.

  3. All transfer decisions will be made in accordance with applicable laws and Navajo Nation policies, procedures, rules and regulations. To the extent possible, Program Managers will make transfers that are voluntary.

    1. Intra-departmental Transfer

      1. A Program Manager, upon submittal of a written request and approval by the Department of Personnel Management, may transfer a regular status employee to a position in the same pay grade.
      2. A Program Manager, upon written request by a regular status employee and approval by the Department of Personnel Management, may transfer the employee to a position in the same pay grade.
    2. Interdepartmental Transfer

      A regular status employee may transfer to a position in the same pay grade in another department upon written request by the employee and approval of the current Program Manager and the gaining Program Manager as well as the Department of Personnel Management.

    3. Qualifications

      An employee shall possess the knowledge, skills and abilities required for the position as identified in the class specification for the position to which transferred

    4. Transfers are not final until approved by the Department of Personnel Management.
    5. An employee shall not be transferred during an introductory period.
    6. Transfer of Function

      In the event that, by legislative action or otherwise, part or all of the functions of a program are transferred to another division or department the affected employees of the transferring program shall be accepted as transfers by the receiving division at the same pay grade.

    1. Job vacancies may be filled by promotion when practicable and in the best interest of the Navajo Nation.
    2. It is the employee’s responsibility to pursue promotion by:

      1. attaining the necessary skills, training, education and professional certification; and
      2. submitting a letter of interest to the supervisor and an updated application for employment and resume to the Department of Personnel Management.
    3. The supervisor is responsible for submitting a written justification for promotion to the Department of Personnel Management.
    4. The Department of Personnel Management jointly with the Executive Director of the Division of Human Resources upon determining that the employee meets the requirements of the position, will approve the promotion and the salary.
    5. Promotions do not become effective until final approval is obtained.
    1. Involuntary - An employee may be demoted for cause or as a result of disciplinary action based on work performance pursuant to Section XIII.B herein. Notwithstanding Section XIV.A involuntary demotions are grievable actions.
    2. Voluntary Grade Decrease – An employee may request a change in assignment to a position with a lower pay grade. The employee shall possess the knowledge skills, and abilities required of the new position. An employee is not eligible to grieve or appeal an approved voluntary demotion.
    3. Demotions are permanent personnel actions unless stated otherwise.
  4. An acting status assignment usually involves assigning a regular status employee to a supervisory position during the extended absence of an incumbent or a position vacancy. An acting status assignment shall not be less than 30 calendar days and shall not exceed 180 calendar days. Acting status assignments must have the prior approval of Department of Personnel Management.

    1. An acting status assignment must be voluntary. The employee must meet the requirements of the position to which he/she is being assigned.
    2. The request for acting status assignment must be in writing and submitted to the Department of Personnel Management for approval. The request shall include the following:

      1. the nature, time period and expected results of the assignment;
      2. assigned duties and responsibilities;
      3. reporting relationships, signatures of the appropriate supervisors and the employee;
      4. the appropriate salary adjustment for the period of assignment; and
      5. an updated application and resume of the employee being considered for the acting status assignment.
    3. The Department of Personnel Management jointly with the Executive Director of the Division of Human Resources upon determining that the employee meets the requirements of the position, will approve the assignment and the effective date.
    4. An employee who completes an acting status assignment will return to his/her previous position and resume regular duties at the previous grade/step.
    5. Additional compensation for acting status assignments is covered under Section VII. G.7 herein.
  5. A regular status employee may be assigned to a special detail for not less than 30 days and not to exceed 180 calendar days, when it’s determined to be in the best interest of the Navajo Nation. The Department of Personnel Management jointly with the Executive Director of the Division of Human Resources on a case-by-case basis will approve special assignments.

    1. A written request must be submitted to the Department of Personnel Management and shall include:

      1. justification for the special assignment, the time period, and expected results of the assignment;
      2. the assigned duties and responsibilities of the employee during the special assignment;
      3. reporting relationships and signatures of the appropriate supervisor(s) and the employee.
    2. An employee on special assignment will not receive additional compensation.
    3. Upon completion of a special assignment, an employee will resume his/her regular duties.
    1. A change in worksite is strictly limited to moving an employee from one location to another within the same program. A change in account number may be necessary but there shall be no changes to the employment status, title or salary.
    2. A change in worksite may be voluntary or initiated by the supervisor to ensure effective and efficient operations.
    3. A change in worksite shall not be used for disciplinary reasons.
    4. A change in worksite may be temporary or permanent.
    5. A request for change in worksite of an employee must be submitted to the Human Resources Director outlining the following:

      1. the reason(s) for the change in worksite, the time period and expected results of the assignment; and
      2. reporting relationships; and
      3. signatures of the appropriate supervisors and the employee.