SPP 402–05: Promotion (Competitive or Noncompetitive)

To permit university departments to provide promotional opportunities to individual classified, service professional, and administrative employees who have demonstrated increased knowledge, skills, duties, and responsibilities

Arizona Board of Regents Policy Manual - 6–402

Regular classified, service professional, and administrative employees

Promotion is defined as the action of advancing or elevating to a higher rank or position. Typically, a promotion occurs when an individual’s demonstrated performance, contributions, and competencies are recognized by assuming the role and the associated responsibilities of a job in a grade higher than the one currently occupied and which may or may not be within the job family in which the incumbent is currently. A change from classified to service professional or service professional to an administrative job is considered a promotion.

A promotion can be competitive (based on an opening filled through a candidate selection process) or noncompetitive. A competitive-based promotion does not require approval by a leader.

For a noncompetitive promotion within the classified staff system, an administrative official, in consultation with Human Resources (HR), may recommend the advancement of an employee in position and salary through a promotion if all of the following criteria are met:

1. the increased duties and responsibilities conform to those that describe the higher-level classification
2. the employee’s experience, education, and training meet the minimum qualifications of the higher-level classification
3. the employee’s most recent performance evaluation (within the last 12 months) reflects responsibilities of the position met or exceeded
   

   Note:

   This does not include performance appraisals of probationary employees.

4. there is a distinct and recognizable organizational need for the higher-level position
5. 12 months or more have elapsed since the employee’s last career advancement (however, it is recognized that under certain circumstances this criterion may be deferred based on the performance contribution of the incumbent
6. funding is available

   and

7. the promotion is approved by an appropriate administrative official.

For promotions within the service professional system, an administrative official, in consultation with HR, may recommend the advancement of an employee in position and salary through a promotion upon consideration of the following:

1. the employee’s most recent performance evaluation (within the last 12 months) reflects responsibilities of the position met or exceeded
2. the employee’s experience, education, and training meet the minimum qualifications of the higher-level classification
3. the increased duties and responsibilities conform to those that describe the higher-level classification
4. there is a distinct and recognizable organizational need for the higher-level position
5. funding is available

   and

6. the promotion is approved by an appropriate administrative official (leader) (see SPP 403-08: “Salary Adjustments”).

The salary of an employee assuming a promotion across job categories should be advanced to a level commensurate with the new position, equitable within the department and university with respect to comparable positions, and based on available funding.

For administrative staff positions, the president or the appropriate vice provost or vice president may promote a service professional or current administrator as deemed appropriate and necessary for the respective college/department within the guidelines of administrative service. The salary will be commensurate with the position and responsibilities.

As the position becomes vacant, the classification may revert to the original position level.

The effective date of approved actions will be the beginning of the pay period following approval by the vice president/provost or designee.

For related information, see SPP 403–08, “Salary Adjustments.”

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