Promotion Procedures. 24.03.01 The Appointments, Promotions and Position Evaluation Committee shall meet to consider any applications for promotion during April or May.
Promotion Procedures. 20.B.3.1 A promotion consideration may be initiated by an academic librarian, his/her head, or the University Librarian.
Promotion Procedures. A. The candidate for promotion should read and be familiar with all the steps of the promotion procedure and the promotion pathway. Special note should be made of the steps outlined in this Article.
Promotion Procedures. 1. For Faculty and Librarians the term "promotion" applies to advancement from the rank of Lecturer to Assistant Professor, Assistant Professor to Associate Professor and Associate Professor to Professor, or to corresponding advancement for the Librarians from the rank of Librarian I to Librarian II, Librarian II to Librarian III and Librarian III to Librarian IV. For Professional Staff the term "promotion" applies to advancement from the rank of Assistant Curriculum Instructional Designer to Curriculum Instructional Designer, Curriculum Instructional Designer to Senior Professional Staff, or to advancement from the rank Learner Affairs Officer to Senior Learner Affairs Officer, and Senior Learner Affairs Officer to Senior Professional Staff, or to advancement from the rank of Assistant ME Database Administrator to ME Database Administrator to Senior Professional Staff. The Faculty Relations Officer acts as the Secretary for the FPC/LPC.
Promotion Procedures. It is the responsibility of the individual faculty member to engage in those activities that shall eventually result in promotion to the next higher academic rank. It is the responsibility of the Department Chairperson or School Director to counsel and guide the faculty member into activities that shall increase the probability of promotion being granted. The Department Chairperson/School Director is expected to meet with faculty on a frequent and regular basis (more than once or twice an academic year) in order to explore ways in which the University may support the faculty member's development in the areas of teaching, scholarly activity, and University and community service. It is to the benefit of both individuals and the University to be sensitive to opportunities that present themselves in order to enhance the professional advancement of faculty members. The Department Chairperson/School Director will provide the faculty member with a written report assessing the faculty member's progress toward promotion in academic rank. This report shall be made at the end of the second year in rank and once again at such time as requested by the faculty member. Each report shall be based upon detailed department or school promotion criteria reflecting professional standards developed by the department or school faculty in consultation with the Chairperson or Director and reviewed by the Xxxx and the Xxxxxxx and Vice President for Academic Affairs.
Promotion Procedures. All qualified ESP employees shall be given the opportunity to make application for any vacant or new position for which s/he is qualified and no position shall be permanently filled until all internal properly submitted applications have been considered. The Board agrees to give due consideration to the background and attainments and other relevant factors of all Bargaining Unit applicants, such bargaining unit applicants being persons employed in positions as defined in Article III, Section I.
Promotion Procedures. 1. Promotion recommendations will be initiated by department chairs; faculty shall be informed through the annual evaluation process whether or not they have been so recommended. Faculty may also initiate a recommendation on their own behalf.
Promotion Procedures. If a Level II Substance Abuse Prevention and Intervention Specialists vacancy or new job opening occurs, the Level I Substance Abuse Prevention and Intervention Specialists with the most seniority who meets the Level II Substance Abuse Prevention and Intervention Specialists qualification will be promoted. If a Level III Substance Abuse Prevention and Intervention Specialists vacancy or new job opening occurs, the Level II Substance Abuse Prevention and Intervention Specialists with the most seniority who meets the Level III Substance Abuse Prevention and Intervention Specialists qualifications will be promoted. In the event a junior employee is promoted instead of the most senior employee and the promotion is based on the junior employee's educational qualification, and the senior employee complains to the drug director that he/she should have been promoted, the final decision regarding the promotion will be determined by the Director of the Office of Substance Abuse Programs within five school days after the receipt of the employee's complaint. The director's decision is final and binding on all parties. The director's decision is restricted to determining whether the senior employee is qualified for the promotion. The director does not have the discretion to set any other conditions for promotion. The director must consult with the Union's representative prior to making the decision. Seniority for the above promotion procedures is defined as the length of continuous service in Level in the district or for high school programs in the borough.
Promotion Procedures. 1. The term "
Promotion Procedures. A. The Sheriff shall establish an eligibility list based on the combined score of each candidate as calculated under the scoring process in this section.
