SPA Promotion
Promotion results from transfer to a position assigned a higher salary grade or band. The promotional salary increase rewards the employee for assuming higher level duties. Based on availability of funds, the following guidelines determine the amount of salary increase.
Permanent Promotion
Salaries at the minimum rate are increased to the minimum rate of the higher grade or by 5%, whichever is larger. If initially hired above the hiring rate, the salary must be increased to the new minimum rate or by 5%, whichever is larger.
If the employee has related training and experience which exceed the minimum qualifications for the position, the salary may be established in accordance with the policy for new appointments, or with a maximum increase of 5% for each grade provided by the promotion if promoted within the same occupational group.
The need to maintain equity in the work unit and the magnitude of the change in jobs should be considered when determining the increase amount. Promotional increases must not cause the employee's salary to exceed the maximum of the higher salary grade. If an employee is scheduled to receive a performance salary increase on the same date as a reallocation, the performance increase may be given before the promotional increase.
Effective Date for Permanent Promotions
Promotions within the university may be effective on any day of the month. If the desired amount of increase is not given on the effective date of the promotion because of unavailable funds or equity considerations, an additional increase, up to the full allowable amount, may be given at a later date on a current (not retroactive) basis. A subsequent promotion, reallocation, demotion or reassignment cancels this delayed increase. Departments desiring to delay an increase must state on the action the reason the increase is being delayed, the total allowable increase, the amount given, and the balance to be given later.
Temporary Promotion ("Acting")
When an employee is placed in an "acting" capacity for a specific period of time, the employee remains in the current position but assumes duties of the higher level position. A salary adjustment may be considered with the understanding that the increase will be discontinued when the "acting" assignment ends. Written justification for such a salary increase must include the position number and classification title of the position in which the employee is "acting."
Pay increase guidelines for permanent promotions apply for temporary or "acting" promotions, with the exception of the mandatory increase to the minimum rate. The amount of the increase is determined by the degree to which the employee assumes the higher level duties, relative salaries within the unit, and overall performance expectations.
Effective Date for Temporary Promotions
Temporary promotions and temporary salary adjustments may be made effective on the date that an employee is officially placed in an "acting" capacity
Approval for Promotions
Promotional increases must be approved by both the employing unit and appropriate school dean or vice chancellor prior to review by Human Resources.
Exceptions for Promotions
If an employee is demoted, reallocated, or reassigned to a lower-level with no corresponding salary decrease, and within 12 months is promoted, the salary is not increased unless the promotion is to a higher grade than the grade held prior to the reduction. The difference in the grade before the demotion, reallocation, reassignment, or range revision, and the new higher grade will be the basis for determining the promotional increase.
If, as a result of reallocation, an employee's salary is above the maximum for the new grade, no promotional increase can be given.
If funds are not available or when salary inequities would be created and a specific salary rate or limitation is published in advance of a promotional offer, a promotional increase is not required. If conditions change that eliminate the equity problem or if funds become available, an increase may be given on a current basis.
Guiding Policies and Other Resources
Human Resources Guiding Policy Disclaimer
