Section 3.17
Date: July, 1983

PROMOTION

I.        PURPOSE:

            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 employees whenever
            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.

III.       RESPONSIBILITY:

            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.

IV.     DEFINITION:

           A promotion represents a bona fide change in duties which constitutes an advancement to a job with
           greater responsibilities.

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:

                 President
                Academic Affairs
                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 established 
                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
                          responsibilities;
                   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

Educator I
Educator II
Educator III
Educator IV

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
Programmer Analyst
Senior Programmer Analyst
Lead Programmer Analyst

Junior Programmer Consultant
Programmer Consultant
Senior Programmer Consultant
Lead Programmer Consultant

Technical Programmer
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

Technician I
Technician II
Technician III

Assistant Marine Scientist
Associate Marine Scientist
Senior Marine Scientist