IV:07:21 Promotions of Classified, Executive and Administrative Expenses

I. PURPOSE

Promotions and transfers are an unacceptable means of filling vacancies. However, such promotions and transfers must be achieved within the parameters of institutional affirmative action plans. In addition, any vacant position created by that promotion must be filled within the provisions of this policy and applicable guidelines.

The purpose of this policy is to establish a procedure for promotions of non-academic employees. MTSU encourages and supports promotions from within as a means of rewarding outstanding performance and providing career growth opportunities for its employees.

II. GENERAL

A. A promotion is when a current employee is assigned to a vacant position at a higher skill level or pay grade without advertising the higher position.

B. When a department has a vacant budgeted position, it may recommend a non-probationary employee at a lower skill level or pay grade to fill that vacant position.

C. A promotion is not a reclassification. A reclassification occurs when a job audit is performed and based on the current duties performed, a position is upgraded to a higher skill level or pay grade in the MTSU pay plans.

III. PROCESS

A. The department head will write a memorandum for approval by the appropriate vice president, the Special Assistant to the President for Institutional Equity and Compliance, and the Assistant Vice President for Human Resources. The memo will outline the specific reasons for the proposed promotion, the process used to arrive at the individual recommended, and how this promotion helps the department to achieve its affirmative action goals.

B. The Special Assistant to the President for Institutional Equity and Compliance will review the request for promotion based on affirmative action goals. The Assistant Vice President for Human Resources will review the request for promotion based on the position's minimum requirements.

C. Once approved by the vice president, the Special Assistant to the President for Institutional Equity and Compliance, and Assistant Vice President for Human Resources, the Office of Human Resource Services will recommend a salary based on the years of experience and education of the employee in accordance with MTSU's salary plans.

D. The department head will give a written promotion offer to the employee. A Personnel Appointment Form (PAF) will be completed by the department head and forwarded for approving signatures.

Revisions: July 1, 1997; August 20, 2003; January 1, 2010.