Promotion Procedures Sample Clauses
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Promotion Procedures. 24.03.01 The Appointments, Promotions and Position Evaluation Committee shall meet to consider any applications for promotion during April or May.
24.03.02 For promotion to Librarian III or Librarian IV, the University Librarian shall solicit letters of reference respecting the member's professional performance and capabilities from two referees chosen from the candidate's list. The University Librarian may solicit up to two (2) additional references or assessments with respect to the member's professional performance and capabilities, and if so doing, shall inform the candidate and shall submit the names of up to four (4) persons who could be asked to serve as referees. The candidate shall have the right to comment in writing on the names suggested and to have such comments included in his/her official personnel file. If the candidate can successfully demonstrate to the University Librarian that a proposed referee(s) is(are) incapable of rendering a reasoned and unbiased judgement, the name(s) of the person(s) shall be removed from the list. If the candidate makes no comments within five (5) days, the University Librarian may select referees from the original list.
24.03.03 When the University Librarian writes to any referee, he/she shall include:
(A) copies of the materials submitted by the candidate pursuant to 24.02.02; and
(B) a copy of Article 24.
24.03.04 Each referee shall be asked to comment on the member's professional performance and capabilities on the basis of the referee's knowledge of the member's work and/or of the materials submitted to him/her, and to provide a supporting rationale for his/her appraisal, relating the appraisal to the criteria for the promotion.
24.03.05 The comments of the referees, which must be received in written form, shall be edited by the University Librarian to remove anything which might identify the authors, and each shall be retyped. No less than five (5) days prior to the meeting of the Appointments, Promotions and Position Evaluation Committee, the candidate shall be provided with unattributed edited copies of the referees' comments. The Appointments, Promotions and Position Evaluation Committee shall receive the same edited copies of the referees' comments, but the authors shall be identified for the Committee.
24.03.06 The Appointments, Promotions and Position Evaluation Committee shall consider:
(A) the materials submitted by the candidate;
(B) the responses from the referees, if any; and
(C) the formal per...
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 ▇▇▇▇ and the ▇▇▇▇▇▇▇ and Vice President for Academic Affairs.
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.
B. All timelines are important, but can be waived by mutual consent or for documented family or medical emergency. Recommendations from reviewers will be hand-delivered to the faculty member and placed in the faculty member’s mailbox at the department or college, whichever is appropriate. If the faculty member is not on campus, and a recommendation or notice is due under this process, the faculty member has the responsibility to inform the chair of the department if and how to get the information to the faculty member
C. Promotion candidates should note that at each level of review, as described in the promotion pathway (number “3” above,) a pattern is followed as described herein. The pattern is essentially:
i. A review of the candidate’s file by the reviewer or committee;
ii. Though initial recommendations are addressed to the next level of review, copies are sent only to the candidate and previous reviewers and chairs of previous reviewing committees;
iii. Appeal if desired by candidate;
iv. Rebuttal and/or informal hearing on the candidate’s appeal;
v. Final recommendation placed into the file;
vi. Response by candidate to final recommendation placed in file; and
vii. Forwarding of the file to next level of review.
D. At each level of the promotion pathway (number “3” above,) the designated reviewer or committee will review the file and formulate initial recommendations regarding the promotion of the candidate.
i. If a committee is reviewing the application for promotion, the committee will conduct a vote regarding the candidate’s promotion recommendation and the numeric result of that vote (i.e. 8-0) will be reported in all recommendations made by any committee considering a promotion application.
ii. The candidate may request an appeal hearing of the reviewer’s initial recommendation within 2 days of the date of the initial recommendation.
E. Within 3 days of the date of the a candidate’s appeal hearing request, the candidate will receive a hearing by the reviewer or committee.
F. Following the hearing, the committee shall once again consider the file, the information received at the hearing and vote upon the promotion requested.
G. Within 2 days following the date on which the hearing before the reviewer or committee is held, the reviewer or committee wi...
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.
2. A Member is eligible to apply for promotion while on leave, but the Member is responsible for maintaining contact with the School and for all expenses incurred in making appearances when requested.
3. If a Member must defer an application for promotion as a result of a leave necessitated by family responsibility or ill health, the promotion application will be received and reviewed in the cycle of applications following completion of the leave. The promotion application shall include reference to the need to delay the application and a request that the appropriate promotions committee recommend an additional PTR increment. The Member shall not cite any specifics concerning their illness in the request, merely state that he/she was on leave, the length of the leave, and a confirmation that the leave resulted in the deferral of a promotion application for one (1) year. If the promotion application is approved a PTR increment may be awarded retroactively on the recommendation of the appropriate committee. The ▇▇▇▇ may not unreasonably deny the request of the committee.
4. Members shall normally apply for their own promotion. Applications may also be submitted by immediate supervisors on behalf of Members who have not themselves applied where the Members have declared their willingness to be considered.
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.
2. Faculty who are not recommended for promotion or whose recommendation is denied at any step in the promotion review process shall, upon written request, be provided with explanation(s) for such action by either the appropriate Department Chair and/or supervisor, Academic ▇▇▇▇, or Vice President for Academic Affairs.
3. A faculty member's promotion recommendation materials will be forwarded through each stage of the review process from department chair to President of the College, whether approved or denied.
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. A. This Article supplements other applicable City of Longmont Administrative and Personnel Rules & Regulations or Department Policies and/or Procedures, which may apply to procedures of the promotional process, but not the decision to promote. Failure of personnel to follow promotional procedures or other applicable City of Longmont or Departmental administrative and personnel regulations may be grounds for denial of the promotional opportunity.
B. This Article outlines various procedures (but not all) to be used in the promotion of qualified employees to supervisory positions as vacancies are announced, but not the decision to promote. This Article shall not be applicable to temporary acting assignments.
C. City management reserves the right to establish and determine the qualities, work history, experience, and skills sought for promotion of employees, as well as the need and timing of the promotional process. The decision to promote rests solely and exclusively with the City, and is at the discretion of the City.
Promotion Procedures. A. When filling a vacancy, preference shall be given to qualified personnel within the school system if ability, professional qualifications, and human relations of such personnel are essentially equal to those of other applicants. Experience within and outside the system, training, certification, and proven and potential ability based on evaluations shall be considered in making promotions.
B. All promotional vacancies shall be posted on-line and an email will notify current employees and the Association of job postings.
C. All promotional vacancies may carry a short general job analysis, if applicable.
D. All qualified personnel in the school system shall have the opportunity to make application for the promotional vacancy by applying for the vacancy electronically through Employee Self Service. All qualified personnel shall be granted an interview.
E. All qualified applicants shall be notified within five (5) working days after the promotional vacancy is filled as to who was selected.
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.
1. The maximum total score for the testing process shall be 60 points for the written score and 32 points for the Oral Board score. In addition a candidate may be awarded a maximum of 8 extra points as provided by sections 2, 3 and 4 below.
2. Candidates shall be awarded the following point values for their respective seniority (with a maximum of 2 points awarded):