Home

Table of Contents

Search manual

 

 

2.7 Promotions and Transfers

Revised July 1, 2011
Changes indicated in red font.

Staff covered by this policy
This policy applies to Service Maintenance employees at South Bend.

A. Introduction

It is the policy of the University to support the efforts of earnest and self-motivated employees to advance in employment by acquiring and/or improving those skills that would qualify them for higher-level positions. Employees interested in promotion or transfer must keep their employment skills inventories up-to-date with the campus human resources office. Successful upward mobility for employees may be accomplished through a promotion within the department or by transfer and promotion within another department. Consequently, managers and supervisors are expected to consider employees for promotion within their own departments and to allow them opportunities to seek transfers to other departments. An atmosphere conducive to exploring promotion or transfer must be maintained.

B. Promotions

1. Promotions and transfers should be made by examining all factors necessary to determine the best qualifications and capabilities to fill the position. These factors shall include, but not be limited to:
1. Seniority
2. Experience
3. Past performance
4. Job-related educational background
5. Ability and qualifications to perform the work
6. Attendance record over the last twelve (12) months (not including extended periods of sick leave of two weeks or more due to serious illness or injury or approved leaves of absence)
2. Unless otherwise mutually agreed to by management, employee, and except for openings occurring in jobs of a unique nature requiring unusual skills and abilities, an employee must work on a job for at least six months before requesting a change to another job.
3. The campus human resources office acts as the clearing agency for information, interviews, and transfer arrangements regarding interdepartmental promotions. Employees interested in promotional or transfer opportunities outside their present department should request an interview with the campus human resources office to present their interests and related qualifications. Employees are expected to screen the listing of available positions and contact the campus human resources office when interested in a particular listing.
4. When it is probable that a position will be filled by a promotion from within the occupational unit, the department head must make the vacancy known to all employees in the occupational unit. Unless other methods of communication are adequate, the vacancy should be posted on appropriate bulletin boards.
5. Vacant positions listed with the campus human resources office for recruitment and referral are posted weekly on appropriate bulletin boards.
6. Where seniority is not followed in promoting an employee within a functional classification, departments must be prepared to show that the qualifications of the employee selected are significantly greater. The employee or an AFSCME representative on behalf of the employee is entitled upon request to reasons in writing for not following seniority in the selection process.
7. Employees promoted to a position with a higher salary grade on the SM salary schedule are entitled to a minimum increase of three percent. This increase is to be given provided the new salary rate does not exceed the maximum of the new salary grade.
8. SM employees promoted within their occupational unit can return voluntarily to their former job classification within two months from effective date of the promotion.
9. SM employees will successfully complete a 60-day probationary period before the promotion becomes final.

C. Transfers

1. Transfers are governed by paragraphs B.1 and B.2 of this policy.
2. An employee should not be given a transfer commitment until the employee's present department head has been informed. Interdepartmental transfers are to be coordinated through the campus human resources office.

D. Additional policy information

1. For promotions or interdepartmental transfers, the HRMS documentation is to be initiated by the new department head.
2. Employees transferred or promoted to a position with a higher salary grade on the SM salary schedule are entitled to a minimum increase of three percent. This increase is to be given provided the new salary rate does not exceed the maximum of the new salary grade.
3. Service-Maintenance employees who transfer to or are promoted to a job in another occupational unit can return voluntarily to the former unit within two months and regain unit seniority as of the time of promotion or transfer.
4. Service-Maintenance employees will successfully complete a 60-day probationary period before the transfer becomes final.
5. An employee's benefits will be transferred between departments and campuses, except that accrued compensatory time off is to be paid or granted by the employee's current department before the promotion or transfer occurs.