Date: July, 1983
The following statements delineate and clarify the concept of promotion as it
applies to non-faculty
employees as noted.
It is the policy of the University of Rhode Island to promote qualified
appropriate, providing those individuals have met all the administrative and legal requirements for said
promotion and is not counter to Affirmative Action policy and goals.
II. APPLICABLE TO:
Non-classified staff and classified employees, as noted.
1. It is the responsibility of the Assistant Vice President
for Human Resource Administration in
conjunction with the Affirmative Action Officer to approve/disapprove said request for promotion
for non-classified staff.
2. It is the responsibility of the Dean/Director to submit
appropriate paperwork for appointing an
employee to a position under the 3, 5, or 11 day rule.
3. It is the responsibility of the Dean/Director to submit
appropriate documents and/or forms pertinent
to the promotion.
A promotion represents a bona fide change in duties which constitutes an
advancement to a job with
INCREASED VOLUME OF WORK IS NOT, OF ITSELF, A CRITERION FOR PROMOTION.
The promotion must be to an existing budgeting position, except in those
instances where the position
is part of a promotion ladder - i.e., Marine Research Assistant I, II, or III .
*(See list of such positions attached).
V. POLICY FOR NON-CLASSIFIED PROFESSIONALS - NON-FACULTY
1. A promotion may occur only within a major administrative
unit without a campus-wide search
in each of the following six areas:
Narragansett Bay Campus
Business and Finance
Student Affairs and Athletics
Development and Alumni Affairs
Any personnel movement between major administrative units will be governed by
campus-wide search procedures. All promotions across executive areas must conform to the
regulations governing campus-wide searches outlined in the Search Policy and Procedures for the
University of Rhode Island campus. All personnel actions must conform to the Collective
Bargaining Contract's Polices.
2. Under normal circumstances a promotion should not be considered
unless an employee has
served a minimum of one (1) year in his/her present position. (Length of time in a position cannot
be used as the sole criterion for promotion.) In most cases, the employee's present classification
will be either one level below the classification to be achieved by promotion on an explicit career
ladder or closely related to the new classification by the nature of its duties and responsibilities.
3. If a vacancy so disables the operation of a department, an
employee may receive a temporary
promotion to an acting position with the approval of the appropriate Vice President in whose
administration unit the promotion is to occur and concurrence of the Affirmative Action Officer and
the Assistant Vice President for Human Resource Administration.
VI. PROCEDURE FOR NON-CLASSIFIED PROFESSIONAL - NON-FACULTY
1. To process a promotion all documents pertinent to the promotion
must be forwarded to the Office
of Human Resource Administration. These documents shall include:
a. Job description of the employee's existing position.
b. Job description of the employee's new position.
c. Organization Chart
d. A letter of transmittal from the Vice President which includes:
1. a rationale for the description of the change and increase
in level of the duties and
2. a statement as to whether the promotion is permanent or temporary;
3. Indication of the projected duration, if temporary, (said duration not to exceed one (1)
year without review);
4. discussion of the effect of this appointment on Affirmative Action goals;
5. proposed salary.
2. The above listed documents will be forwarded to the
appropriate Vice President for his/her
approval and then to the Assistant Vice President.
3. NO COMMITMENT MAY BE MADE PRIOR TO FINAL APPROVAL.
4. PROMOTIONS SHOULD NOT BE RETROACTIVE.
* POSITIONS SUBJECT TO PROMOTION LADDER
Data Communications Technician I
Data Communications Technician II
Data Communications Technician III
Marine Research Assistant I
Marine Research Assistant II
Marine Research Assistant III
Marine Research Assistant IV
Marine Research Associate I
Marine Research Associate II
Marine Research Associate III
Marine Research Associate IV
Marine Research Specialist I
Marine Research Specialist II
Marine Research Specialist III
Marine Research Specialist IV
Marine Research Specialist V
Junior Programmer Analyst
Senior Programmer Analyst
Lead Programmer Analyst
Junior Programmer Consultant
Senior Programmer Consultant
Lead Programmer Consultant
Senior Technical Programmer
Research Assistant I
Research Assistant II
Research Assistant III
Research Assistant IV
Research Assistant V
Research Associate I
Research Associate II
Research Associate III
Research Associate IV
Research Associate/Data Analyst I
Research Associate/Data Analyst II
Research Associate/Data Analyst III
Research Associate/Data Analyst IV
Ship's Oceanographic Technician I
Ship's Oceanographic Technician II
Ship's Oceanographic Technician III
Ship's Oceanographic Technician IV
Ship's Oceanographic Technician V
Assistant Marine Scientist
Associate Marine Scientist
Senior Marine Scientist