Revised: July 2014
Upon promotion from one rank to another, academic faculty will receive a 10% increase in salary.
A post-doctoral fellow who was hired through a competitive search may be promoted to a research scientist or research assistant professor position. A post-doctoral fellow who was hired as a grant-named exception may not be promoted without a competitive search.
In general, academic faculty may not be promoted or hired through an internal search process. There are situations when an internal search may be conducted for academic faculty.
Medical residents and clinical fellows may participate in, and be hired through, an internal search process for clinical faculty. The following process will be used in such recruitments.
Internal searches for positions within academic administration (assistant and associate deans, vice provosts, etc.) may be conducted.
An administrative faculty promotion is an increase in range based on a faculty member assuming significantly greater responsibilities and duties relative to their current position. Administrative faculty promotion can occur four ways:
The following guidelines apply:
A request for a promotion of an existing PDQ (reevaluation) is submitted to the Administrative Faculty Salary Placement Committee (AFSPC) for review and recommendation to the executive vice president & provost for approval. The greater responsibilities and duties should meet the requirements of the next level range of the salary schedule (more of the same type of work does not qualify for a promotion).
When a promotion is evaluated and recommended by the AFSPC and approved by the Executive Vice President & Provost, the administrative faculty member is eligible for an increase in salary of 0% to 10% of base salary or at least the minimum of approved higher range is granted. The effective date of an approved reevaluation promotion will be the first day of the month of receipt of the revised PDQ by Human Resources. The submitting office may request a different date which may be granted with approval from the Provost's Office.
Where the new duties and responsibilities are determined by the AFSPC not to be significantly different from those of the current position, the position remains at the same level. A hiring authority who believes that a position has been placed within an inappropriate salary range may appeal in writing to the Provost's Office through the appropriate administrative channels.
An appointment may be approved to promote an individual within the unit, department, or division where the individual currently serves in the next lower range position into an existing PDQ at the next higher level range. If more than one individual is similarly situated (positions at the next lower range) all individuals shall be considered for the promotion. A request to promote a person from one position to another approved PDQ is submitted directly to the Provost's Office, through the appropriate administrative channels, to include justification for the selection, where other similarly situated individuals exist. If the position is more than one range above an open search is required. Promotion will not be approved into Range 6 or 7 positions. In those cases, a competitive search is expected.
An internal search for an administrative faculty position may be conducted. The following process will be used in such recruitments.
Letter of appointment faculty and graduate assistants are not eligible to compete in an internal search.
Range 6 and Range 7 positions in administrative units may not be filled through an internal search process.
A salary increase for an internal administrative search is limited to a 10% increase.
Promotion may also occur through a competitive search whereby an existing employee applies for an open position at a higher range. Internal candidates (either classified or faculty) may negotiate a starting salary if offered a new position in the same or a higher range as the result of an open competitive search. The offer is not to exceed Q2 of the salary range, unless approved by the Provost's Office.
A Line of Progression identifies a series of job titles through which an administrative faculty member may be promoted from one range to the next higher range within the series. The positions within each Line of Progression must be clearly established and listed on each PDQ within the series. The knowledge, skills, and abilities within the Line of Progression are generally similar. Each higher range within a Line of Progression has a demonstrated increase in complexity of work, functional responsibility, and/or impact.
Movement from one range to the next is not an entitlement or a function of seniority within a position. Lines of progression are subject to available funding. Departments have a finite number of positions at each range within the progression.
The following rules are applicable to a Line of Progression:
The guidelines listed under Administrative Faculty Promotions are applicable for promotions within Lines of Progression.
A temporary salary adjustment, up to 10%, may be granted if an incumbent has assumed duties that are in a higher range (an increase in scope and complexity in work). A Temporary Salary Adjustment may not be granted for additional responsibilities that are within the same salary range. If an employee is to assume all responsibilities of a higher level position, the faculty member should meet the minimum requirements for the higher level position.
Temporary assignment of additional duties to an administrative faculty and the adjustment that accompanies the additional duties cannot be effective for more than a one-year period unless reviewed again by the AFSPC and approved by the Provost's Office. When the Temporary Salary Adjustment terminates, the faculty member is returned to their former salary base plus any COLA and merit awarded. The COLA and merit amounts are applied to the former base salary.