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Promotion Policy for Professional and Support Staff

Promotion Policy for Professional and Support Staff

Purpose

The purpose of the University of Dayton's promotion policy is to ensure opportunity for internal mobility, providing a mechanism whereby employees can be recognized and rewarded for their successful performance and professional development at the University, consistent with the commitment to equal employment opportunity and affirmative action.

Scope

This policy applies to all University staff employees and University employees who may be promoted into a staff position.

Policy History

I. Effective Date: November 12, 2007

II. Approval: August 31, 2022

III. History: 

  • Approved in its original form: November 12, 2007
  • Approved as amended: May 14, 2008
  • Approved as amended: June 4, 2014
  • Approved as amended: June 10, 2016
  • Approved as amended: May 9, 2017
  • Approved as amended: August 31, 2022

IV. Maintenance of Policy: Vice President for Human Resources

 

Definitions

(a) “Staff” refers to all employees, except bargaining unit, faculty and student employees. Appointments to academic administrative staff positions (Asst/Assoc/Dean; Asst/Assoc/Provost) and VPs are not covered by this policy.  

Policy

Promotions may result from an upward reclassification of an existing position or from an employee directly appointed to or applying for and becoming the successful candidate of a position posted either internally and/or externally. A promotion may occur as follows:

1. Reclassification Review:

A request for reclassification can be made to the Office of Human Resources, as a result of an employee consistently performing duties at a higher degree of responsibility and complexity than his or her current position entails.  For a reclassification to be considered, the hiring manager (with appropriate Dean/Vice President approval(s)) should submit a modified position description via the applicant tracking/position management system, to Human Resources (HR/Compensation) via the applicant tracking/position management system (PageUp) and then complete this Team Dynamix University of Dayton Promotion Review form.

2. Waiver of Posting Process:

When a vacancy occurs, the posting process may be waived and, instead, a promotion and direct placement may occur by completing the Team Dynamix University of Dayton Promotion Review form.  To qualify as a promotion the following factors must be addressed:

A.  Job-related factors including minimum and preferred qualifications of the position; employee’s performance; skills and abilities; relevant experience; professional development; education, etc.

B.  Natural progression of the position responsibilities from the current to the promotional position,

C.  Unique qualifications or situation, making the employee uniquely qualified

(a) Uniquely qualified could mean an individual who exceeds the minimum and preferred qualifications of the position and possesses demonstrated specialized skills and/or experience directly related to the success of the promotional position and the University of Dayton.

Other factors that are not included in the form but will be considered by the Office of Human Resources and Affirmative Action include but are not limited to affirmative action considerations such as employment market availability of the promotional position, departmental demographic composition and corresponding goals. 

3. Request for Internal Posting:

For an internal posting to be considered instead of a posting that seeks external applicants, the hiring manager (with appropriate Dean or Vice President’s approval) should submit a written justification to the Office of Human Resources and Affirmative Action, explaining why a search process should be limited to internal applicants only.  Some factors that should be addressed are the following:

A.  Extent to which it can be demonstrated that a uniquely qualified internal pool could be generated

B.  Extent to which it can be demonstrated that there is an immediate need to maintain departmental/divisional/institutional stability and knowledge

Other factors that do not need to be included in the written justification but will be considered by the Office of Human Resources and Affirmative Action include but are not limited to affirmative action considerations such as employment market availability of the promotional position, departmental demographic composition and corresponding goals.

4. Customary Posting Process:

The hiring manager should refer to the Office of Human Resources Staff Employment Hiring Process document.  

Reference Documents

  1. University of Dayton Staff Employment Hiring Process
  2. Team Dynamix University of Dayton Promotion Review form
  3. University of Dayton Affirmative Action Policy
  4. University of Dayton Equal Employment Opportunity Policy
CONTACT

For questions relating to the University policies of Human Resources, please contact:


Office of Human Resources
937-229-2541
Email