Promotion Review Process. Promotion review is an internal process within NUL, and decisions are based on the criteria set forth in this Article. In general, the annual performance review process for Librarian Faculty, along with a dossier created by the Librarian Faculty candidate, will provide all of the information to be evaluated as part of the promotion review. Applications for promotion, including the applicant’s dossier, are considered once per year, and are due to the Xxxx of Libraries on March 1 (or the next following business day if March 1 falls on a non-business day).
Promotion Review Process. Indivisible shall establish an internal Promotion Review Committee that includes the affected department director(s), an unaffected department director, the DEI Director, Director of HR, and a Managing Director to ensure that promotion decisions are in compliance with non-discrimination requirements, the terms of this agreement and organizational equity standards. When an employee is eligible and ready for promotion, the employee’s direct supervisor will submit the Employee Change of Status Form, to include the job description, current position performance review, and new position performance review, for review and approval by the appropriate department directors for compliance with departmental performance criteria, and to the Promotion Review Committee for approval. Only an employee’s two most recent performance evaluations may be considered in promotion decisions.
Promotion Review Process. Standard Promotion Review Process: Generally, the promotion review process will begin in May of each year. Supervisors, team leaders, and/or department heads will submit promotion recommendations within the first full week of May to People and Culture. In accordance with this Article, final promotion decisions will be made by the end of June. Employees, supervisors, and the Union Co-Chairs will be notified of approved promotions in the first week of July. Promotions approved during the promotion review period shall be effective on July 1st of that year. Only employees who have been employed by Lambda Legal for at least six (6) months and who have not received a promotion within the preceding twelve (12)-month period are eligible for a non-competitive promotion under this Article. Employees may advocate for a promotion and discuss with their direct supervisor the necessary steps, including work performance, enhanced skills, and/or professional development, to warrant a promotion during the promotion period. These conversations may also occur outside of the promotion review period, during regular one-on-one check-ins with supervisors or within performance evaluations. If the direct supervisor believes that the employee is ready to advance to the next step in the employee’s career progression in the current promotion review cycle, the supervisor will recommend the employee for a promotion by submitting an Employee Change of Status form and supporting documentation on behalf of the employee for review and approval in accordance with this Article. Promotion recommendations received during the promotion review period will be processed with input from the direct supervisor, team leader, Department Head, Chief Financial Officer, and Chief of People and Culture (the “Review Committee”). All final promotion decisions will be made by the Chief Executive Officer (“CEO”) or their designee. In making promotion decisions, the Review Committee and the CEO will consider, without limitation, the employee’s two most recent performance evaluations, organizational need, years of relevant experience thresholds, and the employee’s demonstrated achievements and demonstrated ability to exceed in the new role.
Promotion Review Process. During the promotion review process, a faculty member’s evaluation with respect to the College standards for promotion shall be made in the context of the scope/nature of the faculty member’s workload assignments (e.g., for a faculty member whose workload assignment has been 100% teaching there shall be no expectation of service contributions in the evaluation process).
1. An advisory university-level NTT Promotional Panel shall review the candidate’s dossier and shall prepare a letter of recommendation regarding the candidate’s promotion.
2. The NTT Promotional Panel shall be include one (1) senior-level5 (i.e., promoted to highest available rank) NTT Faculty member from each academic college.
3. The advisory panel’s recommendation letter shall be provided to the candidate, and shall be added to the dossier before it is forwarded to the Xxxx for review.
