2,515: Guidelines for Faculty, Postdoctoral Fellow, and Medical Resident Promotion
The Office of the Provost oversees the academic promotion and tenure review processes at the University. The Office of the Provost establishes policies and procedures for tenure processes to ensure compliance with NSHE Code, the Board of Regents Handbook, and the University Bylaws. The Office of the Provost provides instructions for the promotion and tenure processes on its website and in periodic workshops for deans and department chairs. The Provost's Office professional staff provides support for the University Promotion and Tenure Committee; oversees the university-level approval, and notification processes; and manages the submission of recommendations for tenure to NSHE.
Upon promotion from one rank to another, academic faculty will receive a 10% increase in salary with exception of School of Medicine clinical faculty, whose salary increases are governed by the UNR Med Compensation policy.
A postdoctoral fellow who was hired through a competitive search may be promoted to a research scientist or research assistant professor position. A postdoctoral fellow who was hired as a grant-named exception may not be promoted without a competitive external search.
Medical residents and clinical fellows are eligible to apply through an internal search process for an academic faculty position. If an internal search is approved by the dean and the Executive Vice President & Provost, the following process will be used in such recruitments
- All eligible residents and fellows may apply and will be notified through internal communication. Applicants will apply via the mechanism prescribed by Human Resources
- The search will be open for a minimum of two weeks.
- The department chair in consultation with the department faculty will make a request to hire to the dean using the standard process.
- Successful applicants must meet the minimum qualifications and possess the required credentials for the position.
An administrative faculty promotion is an increase in compensation based upon a faculty member assuming significantly greater responsibilities and duties relative to their current position. Administrative faculty promotions can occur in the following ways:
1. Through reevaluation of an existing Job Description which demonstrates significant change in job responsibilities resulting in a promotion within the same compensation grade or next higher compensation grade.
2. Promotion from one position to another approved Job Description within the same compensation grade or next higher compensation grade.
3. Through an approved Line of Progression.
4. Through an internal or competitive search (refer to UAM 2,520 for related policies).
Promotion by Reevaluation
A request for a promotion of an existing Job Description (reevaluation) is submitted to Human Resources, through administrative channels, for review and placement using the Administrative Faculty Job Evaluation Model. Additional work volume of the same type/level of work does not qualify for a promotion. A promotion by reevaluation may result in a within compensation grade salary adjustment or a promotion to the next compensation grade.
- Within compensation grade adjustments occur when the enhancement of existing duties or the addition of new duties result in a minimum of 20% change to the complexity of the position, but the change in complexity does not warrant movement to the next compensation grade. No more than three adjustments within a compensation grade may be granted. Within gradeadjustments for compensation grade E positions are considered ad hoc and require normal HR review and approval of campus senior administration.
- Promotions to a higher compensation grade occur when the scope of work meets the requirements of the next higher compensation grade. Promotions to the next compensation grade occur when the enhancement of existing duties or the addition of new duties result in a minimum of 30% change to the complexity of the position.
A placement decision will typically be completed within two to four weeks following submission of a Job Description Form to Human Resources. The effective date of an approved job description will be the first day of the month following the final approval by Human Resources or later if so requested by the department. Fiscal year submission deadlines will be communicated by Human Resources.
Where the new duties and responsibilities are determined by Human Resources not to be significantly different from those of the current position, the position remains at the same compensation grade with no salary adjustment.
An appointing authority may appeal the denial of a within compensation grade adjustment or grade change request in writing to the Associate Vice President, Human Resources (AVPHR) through normal administrative channels within 30 calendar days of notification. The written statement must include justification provided by HR for the placement decision and explain how the Job Description meets the requirements of the requested change. If the decision of the AVPHR is not to overturn the initial decision, the appointing authority may appeal in writing to the Provost's Office through appropriate administrative channels within 30 calendar days of the AVPHR notification. The written statement must include the same elements as required in the first appeal and any additional placement justification provided by the AVPHR.
Promotion to an Approved Job Description
An appointment may be approved to promote an individual within the unit, department, or division where the individual currently serves in the current or next lower compensation grade position into an existing Job Description at the current or next higher level compensation grade. If more than one individual is similarly situated (positions at the same or next lower grade) all individuals shall be considered for the promotion. A request to promote a person to another approved Job Description is submitted directly to Human Resources, through the appropriate administrative channels, to include justification for the selection, where other similarly situated individuals exist.
Lines of Progression
A Line of Progression identifies a series of job titles through which an administrative faculty member may be promoted within an existing compensation grade or from one compensation grade to the next higher compensation grade within the series. The series of levels within the line of progression must be clearly established on the Job Description Form and must be within the same unit. The positions within each Line of Progression must be clearly established on the Job Description.
Movement within a line of progression is not an entitlement or a function of seniority within a position. Promotion within a Line of Progression is neither automatic nor "time in the position" dependent. Lines of progression are subject to available funding. Departments have a finite number of positions at each level within the progression.
A request to promote a person within a Line of Progression is submitted directly to Human Resources, through the appropriate administrative channels to include justification for the selection, where other similarly situated individuals exist.
In order to be considered for promotion, the following guidelines must be met:
- The faculty member must hold the appointment for a minimum of one year.
- The faculty member must meet the minimum qualifications of the position associated with the additional job duties performed. An updated resume may be requested.
- Incumbents must demonstrate:
- Commendable or better job performance rating in the most recent evaluation.
- Acquisition of appropriate knowledge, skills, and abilities.
- Assumption of more complex duties and/or increased scope of responsibility.
- Recommendation of the immediate supervisor, if appropriate.
- Up to a 5% increase may be granted for within compensation grade adjustments.
- Up to a 10% increase or at least the minimum of the new compensation grade may be granted for promotion to the next higher compensation.
- Salaries must adhere to the minimum salary requirements of the Fair Labor Standards Act.
- All salary consideration should be reviewed in the context of equity with similar positions in the immediate unit and across the University.