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This policy applies to all non-faculty personnel of the University.
13.2 Definition
A promotion occurs when an individual moves from his/her position to another position which is at a higher level. In the Clerical and Support Classification and Compensation Plan, a change from a lower to a higher "skill level" position is a promotion. A promotion should not be confused with a reclassification, which is covered in Human Resource Services Policies and Procedures, Section 11.8.3.A.
13.3 Promotion Policy Statement
It is the policy of Tennessee Technological University to recognize the meritorious performance of its employees by allowing them promotional opportunities when such opportunities become available and do not violate the University's commitment to the attainment and maintenance of its affirmative action goals. The University is guided by Executive Order 11246, which requires that the University's policies and practices on promotion should be made reasonably explicit, and administered to ensure that women and minorities are not at a disadvantage. The University is also obligated to make special efforts to ensure that women and minorities in its work force are given equal opportunity for promotion. This result may be achieved through remedial, work study and job training programs, through the posting and announcement of promotion opportunities, and by the validation of all criteria for promotion. (See Higher Education Guidelines, E.O. 11246, page 10.)
13.4 Promotion Opportunities
Promotion opportunities will be considered valid when it can be shown that there exists a natural line of progression between the vacant position and the present position of the person being considered for promotion. A natural line of progression exists when each higher level position exhibits the requirements of the next lower position plus any additional requirements necessary to perform the job. As with all positions, criteria for the job must be relevant and must not be overstated. Examples of typical lines of progression would be:
Secretary I to Secretary II to Secretary III
Electrician to Electrician Lead Worker
Accountant I to Accountant II to Accountant IIIConsultative assistance as to what constitutes a natural line of progression may be obtained from the Personnel Management Analyst in the Personnel and Payroll Office.
13.5 Approval for Promotions
All promotions must have the prior approval of the President. Written requests should come from the Academic or Administrative Officer responsible for the area in which the promotion is requested. All requests for promotion will be reviewed relative to the University's affirmative action goals. If the recommended promotion is deemed by the President to have an adverse effect on the University's affirmative action efforts, the promotion may be denied and a recruiting search required.
13.6 Information Required in Written Requests for Promotion
A written request to the President for approval of a promotion must contain the following information:
1. the title and description of the vacant position.
2. the reason(s) why a position should be filled by an internal promotion.
3. title and description of the position(s) held by the person or persons considered eligible for promotion. (Any individual on campus whose current position falls within the natural line of progression must be informed of the promotional opportunity and must be considered if he or she indicates an interest in the vacant position.)
4. recommendation of individual to be promoted stating reasons why this individual was selected and why, if there were other individuals considered, they were not selected.
5. a statement as to the sex and race of each individual eligible and considered for promotion.
13.7 Eligibility
An individual is eligible for promotion after he/she has successfully completed the six-month probationary period for the position presently occupied. This provision may be waived by the President in unusual circumstances if it is in the best interest of the University.
13.8 Probationary Period
Upon acceptance of a promotion, an employee will begin a new six-month probationary period at the end of which his/her job performance will be evaluated. (See Human Resource Services Policies and Procedures, Sections 10.1.1 and 10.1.3)
13.9 Salary, Accumulated Annual and Sick Leave
In the Clerical and Support Classification and Compensation Plan, individuals who are promoted will receive an increase in salary up to the minimum of the new pay schedule associated with the new "skill level", or an increase equal to approximately 5% of their present salary whichever is greater. Such pay increases are subject to available funds in the department or division. However, no increase may be given which exceeds the maximum pay for the new position designated in the Clerical and Support Classification and Compensation Plan's current pay schedule. Accumulated annual leave and sick leave will be carried forward to the employee's new position.
13.10 Completion of the Personnel Action Form
Items on the Personnel Action Form must be completed by the Chairperson, Director, Academic or Administrative Officer responsible for the new position per instructions accompanying the form.