Promotion Procedure. When a member applies for promotion, he/she shall supply both the Xxxxxxx and Xxxxxxx and Vice-President (Academic) and his/her Xxxx with the following information by September 30th;
(A) a copy of his/her current curriculum vitae;
(B) a copy of those materials the candidate wishes to use as evidence of fulfilment of his/her teaching responsibilities. A course outline, the summary report for the set of questions jointly agreed to by the Association and Board for assessing the Student Evaluation of Teaching for each course taught, and the class mean for each course taught are required. (Other teaching evaluations, peer evaluations, student testimonials, reproductions of student work, and/or any other pertinent materials may also be included at the discretion of the member);
(C) a copy of those materials which the candidate wishes to use as evidence of fulfilment of his/her research and other scholarly activities; and,
(D) any other information which the candidate feels would aid his/her case. A member who applies for promotion to the rank of Professor shall supply the Xxxxxxx and Xxxxxxx and Vice-President (Academic) by November 1st with three additional copies, if possible, of all material listed in (A) through (D) which the candidate wishes to have circulated to external appraisers.
26.05.01 For each candidate for promotion to Professor, the Xxxx of the candidate's Faculty (after consultation with the Director or Chair, except in the case of Business Administration, Education, Law, or Natural Resources Management, or when the candidate is Director or Chair) shall assemble a list of at least six persons external to the University who could be asked to submit appraisals of the written materials submitted by the candidate as evidence of the quality of his/her scholarship and/or of his/her teaching performance. The Xxxx shall present this list to the candidate by November 15th. Within five days from this date, the candidate shall advise the Xxxx if any of the persons named on the list should not be asked to serve as external appraiser on the grounds of unfair or improper bias. The candidate shall advise the Xxxx if any person named on the list is a family member, has been a graduate research supervisor for the candidate or, within the past six (6) years, he/she has collaborated with the candidate. If the candidate can successfully demonstrate to the Xxxx that the person(s) objected to is(are) incapable of rendering an unbiased judgement, the name(s) of the per...
Promotion Procedure. The rate of pay of an employee promoted shall be established in the new pay range at the nearest step which exceeds the existing rate by at least five (5) percent, but shall not exceed the maximum of that pay range except that whenever the rate of pay prior to promotion is above the maximum of the pay range established for the position to which the employee is being promoted, the present rate shall be retained.
Promotion Procedure. A. Promotion decisions are not based solely upon an employee's annual performance evaluations. Rather, the University, through its faculty, professional employees, and administrators, assesses the employee's potential for growth and scholarly contribution as well as past meritorious performance.
B. After completing one year of employment, employees eligible for consideration for promotion shall receive, if annually requested, an appraisal regarding their progress toward promotion. The appraisal shall be included as a separate component of the annual evaluation and is intended to provide assistance and counseling to candidates to help them to qualify themselves for promotion. The employee may request, in writing, a meeting with an administrator at the next higher level to discuss concerns regarding the promotion appraisal which were not resolved in previous discussions with the evaluator. The appraisals are not binding upon the University.
Promotion Procedure. (i) To be eligible for promotion an adjunct faculty member does not need to have a terminal degree.
(ii) The adjunct faculty member will submit an application and supporting data to the Department Personnel and Budget Committee on or before October 15th.
(iii) On or before November 30th of each year, the Chairperson will report to the Xxxx the name(s) of any adjunct faculty member who has been approved for promotion. The Chairperson will notify the adjunct faculty member of the decision. The decision of the Department Personnel and Budget Committee is final and not grievable. If the application for promotion has been denied, the adjunct faculty member may re-apply for promotion after two years.
Promotion Procedure. Purpose of Procedure 9 Section 8.2 – Closed Program 9 Section 8.3 – Program Weight 9 Section 8.4 – Promotion Interview Board 10 Section 8.5 – Roster 10 Section 8.6 – Probation 10 Section 8.7 – Notification Posting 10 Section 8.8 – Eligibility for Promotion 10 Section 8.9 – Written Examination 11 Section 8.10 – Examination Procedure 11 Section 8.11 – Outside Appointment 11
Promotion Procedure. A promotion is normally effected by a recruitment process, initiated by recommendation of the Department Head to the City Manager. By job flyer/announcement, a competitive examination is conducted which may involve a written test, oral appraisal, performance examination, an assessment center, or a combination of those elements. The successful employee may be placed on a salary step lower than the employee had before the promotion, depending on the recommendation of the Department Head, but not less than five percent (5%) above former salary. The promoted employee would be placed on a probationary status in the new position for six (6) months, one (1) year for safety classifications, and evaluated at three (3) months and again at six (6) months. The salary anniversary date changes to the date six (6) months from the new appointment and the incumbent would be eligible, based on a satisfactory evaluation, for a five percent (5%) step increase at this time and on this date annually until top step is achieved.
Promotion Procedure. 17.1 The Promotion Procedure shall be as set forth in Schedule “E”. Amendments to the procedure will be undertaken on the recommendations of the Joint Association/Management Committee.
17.2 The Board will make available five (5) copies of the text books and or reading materials for each patrol division, ISD and training for all levels of the Promotional Process, to members wishing to participate in the process.
Promotion Procedure. All vacancies for positions within the bargaining unit shall be posted for a period of not less than one week so that employees may make application. This includes all positions/jobs within the bargaining unit that last longer than four (4) months. The following factors shall be considered in all matters of promotion:
(a) The employee’s qualifications, academic and otherwise for the position available;
(b) The employee’s general ability, efficiency and past record of performance and absenteeism as determined by the employer;
(c) The employee’s seniority.
Promotion Procedure. Faculty members who apply for promotion must complete and submit an application to their Division Xxxx. Copies of transcripts with degrees conferred and verification from Human Resources of the last date of application for most recently attained promotion (or date of hiring) must be attached. Division Deans are responsible for verifying eligibility for promotion. After verification of this document by the Division Xxxx, candidates for promotion will receive a copy of the document.
Promotion Procedure. A vacancy shall be filled in the following order:
17 1. By transfer or promotion of bargaining unit members. Requires at least three (3) applicants 18 who meet the posted minimum qualifications to preclude the simultaneous consideration of 19 external candidates.
20 2. By screening from candidates not currently employed by the Butte County Superintendent 21 of Schools.
22 3. Equal opportunity for advancement shall be extended to all qualified unit members.
23 4. Selection shall be made on the basis of the individual qualifications and capabilities of the 24 candidates, current work performance, seniority including time spent in related 25 occupational classification, affirmative action guidelines, and in the best interests and needs 26 of the Butte County Superintendent of Schools. Performance evaluations may be used in 27 determining the personal fitness and suitability of the candidate.
28 5. Unit Members changing classification upward shall enter the new class on the first salary 29 step which is not less than five percent (5%) greater than their current rate of pay; in special 30 circumstances where the unit member’s skills, knowledge, abilities, and/or experience 31 warrant, Human Resources, the department head, and the Chapter President may agree on 32 a higher step placement.
