Academic Faculty

Promotion and tenure is managed by the Office of the Provost. Relevant information is available on the Provost's office website or on the Promotion Application. Promotions for tenure track and non-tenure track faculty are governed by departmental and college bylaws; refer to individual bylaws for instructions.

Once promotion is approved, academic faculty then receive an increase in rank and a 10% increase in pay effective July 1. Rank is the Roman numeral system used within the salary schedule to code which pay band and title is assigned to a tenure track and non-tenure track academic faculty position. The rank for a non-tenure track positions is preceded by (0) to indicate non-tenure track. A faculty member cannot be awarded both merit and promotion increases within the same fiscal year.

Lines of progression for academic and administrative faculty are detailed in the University of Nevada, Reno Administrative Manual, Section 2,515.

Administrative Faculty

An administrative faculty promotion is an increase in compensation based upon a faculty member assuming enhanced or significantly greater responsibilities and duties relative to their current position. Additional information can be found in the University of Nevada, Reno Administrative Manual, Section 2,515.  Excluding competitive and internal searches, an Administrative faculty promotion can occur in one of three ways:

1. Through reevaluation of an existing Job Description resulting in a within compensation grade adjustment or a compensation grade change.
2. Promotion from one position to another approved Job Description within the same compensation grade or a higher compensation grade.
3. Through an approved Line of Progression  The following guidelines apply for items 1-3 above:

  • 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 compensation grade changes; salaries must adhere to the minimum salary requirements of Fair Labor Standards Act.
  • All salary considerations should be reviewed in the context of equity with similar positions in the immediate unit and across the University. 


Employees must meet the following conditions in order to be eligible for promotions (these requirements do not apply to promotions through internal or competitive searches).

  1. The faculty member must hold their current appointment for a minimum of one year.
  2. The faculty member must meet the minimum qualifications of the position associated with the additional duties performed.
  3. Commendable or better job performance rating in the most recent evaluation.
  4. Acquisition of appropriate knowledge, skills and abilities.
  5. Assumption of more complex duties and/or increased scope of responsibility.
  6. Recommendation of the immediate supervisor, if appropriate.

Effective Date

A placement decision will typically be completed within two 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 approval by Human Resources. The submitting office may make the action effective any date after the approved effective date by Human Resources, depending on budget considerations. In order to accommodate the July 1 effective dates for revisions to current, filled Administrative job descriptions/positions, submissions for job evaluation review must be received by Human Resources by May 5 for a June 1 or July 1 effective date. Requests received after May 5, if approved, will not be effective until August 1 at the earliest.


A hiring authority who believes that a position has been assigned to an inappropriate grade may appeal, in writing, to the Associate Vice President, Human Resources (AVPHR) through normal administrative channels. The appeal packet submitted to the AVPHR must include: 1) the written justification provided by HR for the placement decision and 2) a written statement from the hiring authority explaining how the position meets the requirements for the requested outcome.

Following a decision from the AVPHR, if the hiring authority is not satisfied with the result, they may submit a second appeal, in writing, to the Provost's Office through the appropriate administrative channels. The written statement must include the same elements as required in the first appeal and any additional placement justification provided by the AVPHR.

Student Employees

To upgrade an existing position or if the job description changes substantially, a new PAF is required to process this change. For wages from $6.15 - $10.00 a $1.00 increases may be granted without Human Resources approval. For wages above $10.00 approval is required by the director of Human Resources. The 10% increase must be stated on the student's PAF in the comment section. A 10% increase is only allowed once per academic year.

Other Employment Categories

Postdocs are eligible for one salary increase per year. Salary increases cannot exceed 10%. For information on promotions for Postdoctoral Fellows, see college or department bylaws.