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.

Policy:

• 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

Procedure:

• 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.