MAPP 02.01.01 Section V. D. 1. “An increase may be made to an employee’s base pay when the employee moves to a more responsible job assigned to a higher pay grade. Typically an employee would be eligible for a promotion after their initial probationary period is passed (from date of hire – exempt is 1 year, nonexempt is 6 months); and when their performance contributions have been documented; and when they have demonstrated the competencies, skills, and knowledge to move up to the next level in their career path or job family.”
Procedures for Career Ladder Promotions
Non-competitive promotions under this policy result in the employee’s current position changing to a new job which is one step up on the career ladder.
- Employee must be in the current job at least one year.
- The duties and responsibilities of the new job must be assigned to the employee on or before the date of the promotion.
- Employee must meet all of the qualifications for the new job. (Directly related work experience may be considered in lieu of degree requirements on a year-for-year basis, i.e. 4 years of experience is equal to a bachelor’s degree.)
- Performance contributions to the department or university must be documented.
- The promotional increase should raise the employee’s pay rate to at least the minimum of the new pay range, but not above the midpoint of the new pay range.
- Other factors to consider when determining the promotional increase include:
- Rates paid to other employees in the new job
- Number of grades between the old and new job
- Changing from FLSA non-exempt to exempt
- Competitive external pay data, if available
- All requests for promotions require the following documentation:
- Position Request Form (ePRF) (Job Reclass action/reason)
- Personnel Action Request (ePAR) (Pay Rate Change/Job Reclass)
- Memo documenting performance contributions and basis for request
- Documents should be reviewed and approved by department and college/division approvers before they are submitted to Human Resources. Incomplete packets will be returned.
- Exceptions to any of these policies and procedures require additional justification and prior approval of the appropriate vice president (or designee) and Human Resources.