|| OFFICIAL |
May 1, 1992
*****This policy's salary related provisions have been revised as of July 1, 2010*****
See Salary Administration Policy Changes under Items of Interest.
It shall be the policy of the university to make every effort to fill vacant positions from within the institution and to offer promotional opportunities without unlawful discrimination in regard to race, color, disability status, religion, sex, sexual orientation, age, disability, Vietnam Era Veteran status, or national origin.
All university employees are eligible to apply for promotional opportunities, except that employees who have served less than six months in their current positions must have the permission of their supervisor/unit heads before applying for promotions.
Promotions will be based upon the employee's knowledge, training, and demonstrated ability.
Classified and Professional/Administrative employees who apply for promotions will be considered before outside applicants are considered, except where underutilization of minorities or women or other affirmative action concerns exist within a unit or in a job category which would necessitate consideration of outside applicants.
Staff who have satisfactorily completed their provisional employment period and who are subsequently promoted to another position will serve a six-month qualifying period. During this period, the employee is to be appraised every 60 calendar days during the six-month period following the promotion. Upon receiving an unsatisfactory appraisal, the employee is to be appraised at least once every 30 days for a maximum period of 90 calendar days until the employee's performance has improved and is appraised as at least satisfactory or the employee is terminated or reassigned at the discretion of the Vice President for Human Resources.
REASON FOR POLICY
A promotion occurs when a staff employee is moved from a position in one classification to a different position in a different job classification assigned to a higher pay grade.
Staff members who wish to apply for promotional opportunities must complete or update their Application for Employment with Human Resources Department.
Human Resources Department encourages employees to notify their supervisors when seeking a promotional opportunity. Following a referral by the Human Resources Department and a preliminary interview with the employing department to determine the appropriateness of their qualifications and their interest in the duties, responsibilities, and working conditions associated with the new position, employees should notify their supervisor of interest in a specific promotional opportunity. All applications shall be considered confidential by the Human Resources Department.
Pay Increases Upon Promotion
When an employee is promoted, the appointing officer may request a promotion increase not to exceed eight percent (8%) beyond the employee's current salary or pay rate or to the minimum of the pay range for the new classification, whichever is greater. The promotion increase may not be above the maximum of the pay range for the new classification. An employee will not be eligible for consideration for a salary increase until completing a minimum of six months in the new position, unless otherwise specifically indicated in the annual salary increase guidelines.
The department/Human Resources Department may recommend a larger promotion increase on the basis of training, education, and experience as provided in Section PER-3.03, Appointment Rates.
Promotion increases are not retroactive, but will become effective on the date of the promotion following appropriate approvals.
The final decision for accepting or rejecting a particular applicant is made by the supervisor/unit head and indicated on the Applicant Information Sheet (UPS-203) subject to review by the Human Resources Department to assure compliance with the affirmative action requirements. The Human Resources Department will be responsible for promptly notifying applicants of decisions regarding employment.
While the Employee Relations and Compliance Office has final responsibility and authority to ensure that all personnel transactions are consistent with the University Affirmative Action Plan's principle of nondiscrimination, the Employee Relations and Compliance Office has delegated to Human Resources Department day-to-day responsibility to ensure that promotional decisions are made in a non-discriminatory manner.
Revision Date(s): July 8, 2014
Reviewed Date(s): March 8, 2016
Sr. VP for Finance and Administration and CFO/COO
RESPONSIBLE UNIVERSITY DEPARTMENT/DIVISION
The University Policy and Procedure Library is updated regularly. In order to ensure a printed copy of this document is current, please access it online at http://louisville.edu/policies.