B-1. A promotion is a career opportunity for an employee that involves greater
responsibilities, and may also involve an increase in salary, and a change in
title. Promotions are intended to be non-interim. Promotions may occur only
within the employee's unit (i.e. college or division); an employee may not be
promoted to a position outside his or her unit. [rev. 1-08]
B-2.
A promotion may occur in a unit that has a vacancy or is undergoing
reorganization. A supervisor may wish to promote an employee into a vacant
position in the unit if the employee has demonstrated exceptional competency and
skill for that position. In other circumstances, a supervisor may wish to assign
additional, higher-level responsibilities to an employee as a result of an
internal reorganization or change in workflow in the unit. In either case, the
employee may be considered for the promotion on the basis of his or her past
record, length of service, performance in the present position, and
qualification to perform the duties of the higher position. [ed. 1-08]
B-3.
To ensure compliance with the University of Idaho’s equal opportunity policy, a
UI-only search may be required (see FSH
3065 B-1). [ed. 1-08]
B-4.
HR works with the approving authority for all exempt promotions for
positions without academic rank. The Provost is the approving authority for all
exempt positions with academic rank and works with the Human Rights Compliance
Officer and Employment Services to
coordinate the process for exempt employees with academic rank. [rev. 1-08]
B-5. Salary recommendations for a promotion made by the hiring authority must be
reviewed by Employment Services. Employment Services will compare the market
value of the position and the salaries of similar positions at the University,
and where appropriate, comparisons of salaries of similar positions at peer
institutions, prior to a final salary recommendation.
B-6. To promote an employee, the hiring authority or designee must take the following
steps:
a.
If the promotion is a result of the assignment of additional higher-level
responsibilities, send a memo of
justification to the director of Employment Services stating the name of the
employee considered for promotion, the proposed increase, an explanation of the office or unit changes,
and the reasons why the employee is qualified for the promotion. Include the
employee’s current job description, the new job description, and the employee’s
resume with the documentation. [rev. 1-08]
b. If the promotion involves a vacant position, the position
authorization form and justification must be sent to the Human Rights Compliance
Officer for review and approval before it is sent to Employment Services.
[add. 1-08]
c.
Employment Services will review the promotional job description for the
responsibilities, job title and salary range, and review the individual’s
minimum qualifications with the minimum qualifications stated in the job
description. [ren. 1-08]
d.
Employment Services will communicate to the hiring authority the results of the
review. [ren. 1-08]
B-7.
When there is more than one internal candidate who meets the minimum
qualifications for the position within the unit, the hiring authority must, at a
minimum, conduct a UI-only search. [rev. 1-08]
C-1.
Reassignment of an exempt employee may occur when required for
administrative reasons such as the combining of positions, or the elimination of
positions. [Refer to FSH
3085 Section C]. Reassignments must be coordinated
through Employment Services in HR and reviewed by the Human Rights Compliance
Officer. Employees who are reassigned due to unit restructuring are not
entitled to use the grievance procedures outlined in FSH 3890. [rev. 1-08]
C-2. Effect of Reassignment on Salary. When an employee is reassigned, his or
her salary is not reduced at the time of reassignment, unless agreed upon by the hiring administrator and
the employee; however, salary may be affected based on the analysis of the
reassigned duties at the beginning of the next annual contract cycle. Recommendations for a salary increase
or decrease due to reassignment must be
reviewed by Employment Services. Employment Services will compare the market
value of the position and the salaries of similar positions at the University,
and where appropriate, comparisons of salaries of similar positions at peer
institutions, prior to making a final salary recommendation. A revised signed
position description noting the change in assignment should be placed in the
official personnel file of the employee. [rev. 1-08]
C-3.
The reassignment of an employee does not affect his or her prior earned credited
state service. However, the reassignment may affect the employee’s leave accrual
rate, which is based on years of service and hours worked if the employee is
moving from a classified position to an exempt position or if there
is a reduction or increase in percentage of appointment. [ed. 1-08]
