Promotion Process. Each College shall have its own internal process for recommending promotion for approval to the President. The College Rank Promotion and Tenure Committee, a sub-committee of Faculty Senate, shall develop and recommend a process for approval by the President. This process shall:
Promotion Process. (a) For the purpose of granting promotion to any rank to which this Act applies, the appointing authority shall from time to time, as necessary, administer a promotion process in accordance with this Act.
Promotion Process a. Dates for Promotion notification and submission of materials to Supervisor will coincide with those for Faculty.
Promotion Process. The District recognizes the interests of its employees in seeking promotions. Accordingly, unit member meeting the minimum qualifications will be given consideration for promotion within the LRCEA unit. To be considered for promotion, qualified unit members must submit the required application materials to District Human Resources prior to the closing date of the position. For purposes of the following process, a “qualified unit member” is defined as a unit member whose last evaluation had an overall rating of no less than “competent” and who meets the minimum qualifications for the vacant position. Based on a screening of applications, a minimum of the five (5) most qualified unit members applying for promotion will be included with those outside candidates selected to interview for the position, if available and not included already. The District shall develop and apply uniform criteria in the screening of applicants.
Promotion Process. Promotion to a higher position shall be based on the following:
Promotion Process. For any promotions taking place between the period of January 1, 2020 through December 31, 2022, the provisions of the Division of Police Promotion Policy #1002 (current issued policy as of October 1, 2019) will govern the process to be followed.
Promotion Process. A “Promotion Process Guide” will be issued prior to the start of the promotional process, outlining the details of the process and detailed criteria that will be used. Each promotion process will be the subject of an “After Action Report” that will be a collaborative effort between the EPS and EPA to identify any adjustments required to the overall process. Accordingly the promotional process may be adjusted from time to time with mutual agreement. Should the parties be unable to agree, the promotional process shall be as follows. The Promotion Process is comprised of five stages: Stage 1: (Maximum 10 Points) Candidate’s application with promotional points accumulated for education and seniority Stage II: (Maximum 30 Points) Written assessment focusing on key areas of investigation and supervision Stage III: (Maximum 40 Points) Readiness for Promotion Assessment / Divisional Management Team meetings (including the conditional right for the Association to be present) Stage IV: (Maximum 20 Points) Core Value Assessment Stage V: (Maximum zero (0) Points) Promotion Board Meeting / Chiefs Committee / Ratification of Promotions The promotion process involves a competency-based assessment emphasizing organizational competencies, a written assessment early in the process, and a high level of input concerning a qualified candidate’s Readiness for Promotion Assessment from applicable supervisors and management. Once Stage V is completed, a list of successful candidates will be published. Effective date of the promotion and placements will be the responsibility of Human Resources Division. Subject to organizational need, Chiefs Committee may create a small short-list of candidates who will be eligible for promotion before the next process is undertaken. If a short-list is created, it must be exhausted prior to the commencement of the next process, unless written notice is provided to the Association by the Deputy i/c Corporate Services Bureau/Chief Administrative Officer explaining the reason for a candidate(s) to remain on a short-list. Detailed criteria shall be published in a "Promotion Process Guide" issued prior to the start of the process. Each promotion process will be the subject of an "After Action Report" that will be a collaborative effort between the EPS and EPA to identify any adjustments required to the overall process.
Promotion Process. A Faculty Rank Promotion Committee shall review all applications for rank promotion. The committee will review the application for promotion and make a recommendation to the Xxxxxxx for approval. The Xxxxxxx shall then seek the approval of the President and Board of Trustees.
Promotion Process. Promotions move an employee from one salary range to a higher one. Although the merit and promotion processes are separate concepts, they are applied coincidentally and both result from the annual performance review process. Consistent with the level descriptors, it is expected that employees who become scientific or engineering specialists or section heads will achieve the CSE 4 range. However, for some individuals, the performance of recent years may not justify promotion to this level or, in some cases, the employee may reach the limits of their career advancement at a lower level. As the salary grades increase, standards become higher and, consequently, promotions are subject to increased scrutiny. For this reason, the promotion process is divided into two streams depending on the level to which the promotion is being made. CSE Compensation System Page 7 Promotions can occur from any point in the salary range. The employee's salary does not have to be at or near the top of the salary range. When an employee is promoted, the employee shall receive, as a minimum, the appropriate promotional increase as specified in company guidelines or the collective agreement.
Promotion Process. Skills Development Separate from their annual review, an employee considering opportunities for advancement at Indivisible may discuss with their supervisor what additional skills or responsibilities are required for a role at the next level, based on standardized departmental performance criteria and the job requirements of the position sought, with a written example of the job description with any recent changes made available for the employee’s review. The employee’s supervisor shall meet with the employee to develop a plan with specific goals for achieving the skills necessary to advance to the next level. For promotions requiring a minimum length of relevant work experience for eligibility, supervisors shall consider and include the duration of applicable work experience prior to the employee’s date of hire with Indivisible, along with the experience obtained at Indivisible. If during the course of the skills development process, a supervisor determines that the employee is already performing substantial duties for a more senior position and possesses all qualifications required by the job description, and there is an organizational need for a senior position, Indivisible will promote the employee into the higher position within thirty
