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NEW: Online Job Descriptions    

HRS is pleased to announce that job descriptions are now available online.

   
PROMOTIONS (Revised March 2008/Effecitve May 1, 2008)    

I.              DEFINITION

A promotion is the appointment of a current, active classified employee (“employee”) to a position in a higher salary range than the one to which the employee is presently assigned.  A promotion is also advancement to a position that requires performing accountabilities of significantly increased complexity or responsibility. Most promotions will occur as a result of a job posting.  

Open/vacant, benefits eligible positions will be posted in order to allow equal opportunity for all employees to apply for and be promoted into open/vacant position within the University. 

 A.            Eligibility

Employee may be eligible for promotion, if they have satisfactorily met of the following:

1.
       Successful completion of a probationary period of 180 days (University's Employee Classification-Probationary Service Required, HOOP, Section V, Chapter 1,3.1) with no disciplinary action beyond a verbal warning and/or has not been on a performance related action plan as a result of unsatisfactory performance during the past annual review period in their present position.

 B.            Types of Promotions

 1.             Inter/Intra-departmental Promotion

An intradepartmental promotion occurs when an active employee in a department/budget entity is promoted into an open/vacant position in a higher salary range within the same department/budget entity. These positions must be posted for a minimum of three (3) working days.

 2.             Internal College/Division Promotion

An internal promotion occurs when an active employee, within a College or Division is promoted into an open/vacant position in a higher salary range within the same College or Division. These positions must be posted for a minimum of three (3) working days.

 3.             Cross College/Division Promotion

A cross College/Division promotion occurs when an active employee within the University is promoted into an open/vacant position in a higher salary range in another College/Division within the University.  These types of promotions are filled via the job posting program. These positions must be posted for a minimum of five (5) working days.

C.            Promotional Salary Adjustments

1.     When an employee is promoted, the employee’s salary will be adjusted as follows:

a.     To at least the minimum of the higher salary range for classified staff positions; or

b.    To a level within the salary range of the new position, based on the promoted employee’s related experience, qualifications and the salaries of the other employees in the same position. Promotional increases normally range between 6% - 10%, depending upon date of last increase.

 2.     When promoted, the employee’s next merit increase will be during the common   review process and will be prorated for time in position.

 3.     If a promotion is being given during the common review process, and the promotion will be effective 9/1, the merit increase is calculated first and then the promotional guidelines would apply.

 4.     Any salary increases not included in this procedure must be in accordance with the Employment Actions Approval Process.

D.            Process for Promotions

 1.     The hiring official must follow the respective Hiring Process

 2.     The hiring official must verify that the eligibility criterion for the employee’s promotion has been met, including to verifying the employee’s past work performance.

 3.     The receiving supervisor should receive a completed performance evaluation from the employee’s current supervisor. 

 4.     Human Services (HRS) Services and the respective Director/Vice President must approve all promotions in accordance with the Employee Actions Approval process and ensure compliance with applicable policies, rules and laws.

 5.     Any promotional increase must be approved by the respective Director/Vice President before being communicated to the employee.

 6.     After an employee has been reviewed and approved by HRS for promotion to another department, the Directors/Managers of the respective departments will determine a mutually acceptable transfer date.  The employee does not decide the starting date. The receiving supervisor should also receive a completed performance evaluation, from the current supervisor, on the promoted employee by the agreed upon promotion date or no later than 30 days after the effective date of promotion.

 7.     The employee will experience a new 180 day Probationary Period.  The probationary period is established to ensure that the employee selected for the new position is qualified and can meet the minimum performance standards for that position (University's Employee Classification-Probationary Service Required and Probationary Policy for Transfer, HOOP, Section V, Chapter 1.3.1 and 1.3.2).  

 
   
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