Career Ladder Promotions. A. It shall be a goal of the College to provide members of this bargaining unit with the opportunity to advance to more responsible positions.
B. Information both general and specific relative to training and skill requirements for College positions will be available in Human Resources for interested employees.
C. Each employee has the option to develop a five (5) year personal development plan in consultation with the College, and approved by the supervisor. The plan shall be on file with the supervisor and reviewed annually with the employee. Human Resources shall maintain a file of all such plans and share summarized information with the Staff Development Committee.
D. Upon properly identified completion of training requirements for a particular position, an employee who has met performance expectations over a year or more shall receive priority consideration for promotion.
Career Ladder Promotions. SECTION A: While promotions within career-ladders are neither automatic nor mandatory, career advancement is the intent and expectation in the career-ladder system.
SECTION B: A career ladder is a series of positions of increasing difficulty in the same line of work through which an employee may progress from the entry level to the full performance level. The full performance level is the highest grade level to which an employee may be promoted non-competitively within a career ladder.
1. An employee is eligible for consideration for a career-ladder promotion provided all of the following conditions have been met:
a. the employee has demonstrated the ability to perform the higher grade level duties;
b. the employee has completed at least one (1) year in the current grade;
c. there is sufficient work at the higher grade level position;
d. sufficient funds are available; and
e. the employee’s current written performance appraisal is acceptable.
2. Management will complete its review of an employee’s eligibility for a career-ladder promotion within 120 days after the employee has completed one (1) year in his or her current grade. An employee will be notified by management if he/she has been approved or denied for a career ladder promotion within 120 days after the employee has completed one year in the current grade. If management determines that the requirements in paragraph 1 above have not been met, an employee not promoted will be notified of the reason(s) for the decision, in writing if the employee requests that notification. Such reasons will be well- defined, clear, and understandable.
3. If it is determined that the employee is denied the career ladder promotion, the process described above will continue on a quarterly basis.
4. If it is determined that the employee should receive a career-ladder promotion, the promotion will be effective no later than the next pay period after the review.
Career Ladder Promotions. It shall be a goal of the SPS to provide members of the bargaining unit with the opportunity to advance to more responsible positions, subject to the limitations of Sections VI E, F and G below: regarding Transfers.
1. A career ladder shall exist within the bargaining unit and related classified staff employment categories that shall provide preferential consideration for those who have at least a strong overall rating on their most recent performance evaluation and have appropriate training and experience for a more responsible position.
2. Upon completion of formal training requirements for a particular position, an employee who has demonstrated quality performance over a period of time shall receive priority consideration for promotion.
3. The SPS and the SEA recognize the need for career development opportunities for employees to improve their abilities and skills and to advance to more responsible positions.
4. An employee who transitions from classified to certificated non-supervisory work will be credited with seniority for displacement and lay-off/recall purposes equal to their years of accrued SPS classified seniority in January of the first year of certificated non-supervisory work.
Career Ladder Promotions a. Except as provided below, employees within a career ladder will be promoted to the full performance level as soon as they have:
(1) Met the time-in-grade requirements, AND
(2) Have successfully met the requirements of the current and the next higher grade in the areas in which they have been provided an opportunity to perform. If a supervisor’s review leads to the conclusion that the employee’s perfor- xxxxx does not warrant a promotion or that other factors exist that may delay a promotion, the supervisor will provide a notice to the employee in writing 60 days before the employee is eligible for the promotion. The written notice will explain where the employee’s performance is lacking and advise what the employee must do to qualify for the promotion.
b. If the decision not to promote was based on performance, the employee will be given 60 days to improve to a level warranting promotion. If, at the end of 60 days, performance has improved to an acceptable level, the employee will be promoted to the higher grade. If 60-day advance notice requirements are not met and performance is found to be acceptable at the end of the 60-day period, the promotion will be made retroactive to the date the employee met time-in-grade requirements.
Career Ladder Promotions. 10.4.1 It shall be a goal of the District to provide members of this bargaining unit with the opportunity to advance to more responsible positions
Career Ladder Promotions. All employees in career ladder positions will be promoted effective the first pay period after having met the minimum qualification requirements for promotion to the next higher grade in the career ladder, when they have demonstrated the ability to perform at the higher grade and when a “Request for Personnel Act” has been properly authorized.
Career Ladder Promotions. Except as provided below, employees within a career ladder will be promoted to the next performance level as soon as they have:
Career Ladder Promotions. 3.1 Employees in career ladder positions will be given the opportunity to reach the full potential of their assigned career ladders. Upon placing an employee in a career ladder position, the supervisor will discuss the job requirements and expectations (e.g., critical elements, position description, etc .
Career Ladder Promotions. Competitive procedures are not applicable for career promotion when competition was documented at an earlier stage. Except as provided below, employees within a career ladder will be promoted to the next higher grade level in the career ladder as soon as they have met the time-in-grade requirements, completed any mandatory training required for promotion, and are performing at the level of the grade to which promoted. If a supervisor's review leads to the conclusion the employee’s work does not warrant a promotion or that other circumstances exist that may delay a promotion, the supervisor will provide a notice to the employee in writing sixty
Career Ladder Promotions a. Competitive procedures are not applicable for career promotions when competition was documented at an earlier stage. Except as provided below, employees within a career ladder will be promoted to the full performance level as soon as they met the time-in-grade requirements and have successfully met the requirements of the current and the next higher grade in the areas they have been provided an opportunity to perform. Where practicable, management will provide opportunities to the employee to demonstrate successful performance. Upon demonstration of the ability to perform at the higher level, the supervisor will initiate the career ladder promotion action.
b. If a supervisor’s review leads to the conclusion that the employee’s performance does not warrant a promotion or that other circumstances exist which may delay a promotion, the supervisor will provide a notice to the employee in writing 60 days before the employee is eligible for the promotion. The written notice will provide the details for promotional noncompliance and advice as to what the employee must do to qualify for the promotion. If delays are for reasons other than performance, they will be explained in the advance notice.
c. However, if the decision not to promote is based on performance, the employee will then be given thirty (30) days to demonstrate improved performance to a level warranting promotion. If at the end of thirty (30) days performance has improved to an acceptable level, the employee will be promoted to the higher grade.
