{"id":282,"date":"2024-07-17T19:39:02","date_gmt":"2024-07-17T19:39:02","guid":{"rendered":"https:\/\/www.mtsu.edu\/policies\/?page_id=282"},"modified":"2026-07-27T01:12:39","modified_gmt":"2026-07-27T01:12:39","slug":"p812","status":"publish","type":"page","link":"https:\/\/www.mtsu.edu\/policies\/p812\/","title":{"rendered":"812 \u00a0Promotions of Classified, Executive, and Administrative Employees"},"content":{"rendered":"\n

Approved by President<\/strong>
Effective Date: June 5, 2017
Responsible Division: Business and Finance
Responsible Office:  Human Resource Services
Responsible Officer:  Assistant Vice President, Human Resource Services<\/strong><\/p>\n\n\n\n

I. Purpose<\/strong><\/p>\n\n\n\n

Promotions and transfers are an acceptable means of filling vacancies. However, such promotions and transfers must be achieved within the parameters of institutional affirmative action plans. In addition, any vacant position created by that promotion must be filled within the provisions of this policy and applicable standards and procedures.<\/p>\n\n\n\n

This policy establishes a procedure for promotions of non-academic employees. ÀÖ²¥´«Ã½Èë¿Ú (MTSU or University) encourages and supports promotions from within as a means of rewarding outstanding performance and providing career growth opportunities for its employees.<\/p>\n\n\n\n

II. General<\/strong><\/p>\n\n\n\n

    \n
  1. A promotion occurs when a current employee is assigned to a vacant position at a higher skill level or pay grade, without advertising the higher position.<\/li>\n\n\n\n
  2. When a department has a vacant budgeted position, it may recommend a non-probationary employee at a lower skill level or pay grade to fill that vacant position.<\/li>\n\n\n\n
  3. A promotion is not a reclassification. A reclassification occurs when a job audit is performed and based on the current duties performed and the position is upgraded to a higher skill level or pay grade in the MTSU pay plans.<\/li>\n<\/ol>\n\n\n\n

    III.<\/strong> Process<\/strong><\/p>\n\n\n\n

      \n
    1. The Department Head will write a memorandum for approval by the appropriate Vice President, the Assistant to the President for Institutional Equity and Compliance, and the Assistant Vice President for Human Resource Services. The memo will outline the specific reasons for the proposed promotion, the process used to arrive at the individual recommended, and how this promotion helps the department to achieve its affirmative action goals.<\/li>\n\n\n\n
    2. The Vice President will approve the request based on the needs of the division.<\/li>\n\n\n\n
    3. Once approved by the Vice President, the Assistant Vice President for Human Resource Services will review the request for promotion based on the position\u2019s minimum requirements. The Assistant Vice President will recommend a salary based on the years of experience and education of the employee in accordance with MTSU\u2019s salary plans and send forward for approval of the Assistant to the President for Institutional Equity and Compliance.<\/li>\n\n\n\n
    4. The Assistant to the President for Institutional Equity and Compliance will review the request for promotion based on affirmative action goals and, if approved, will notify the department of final approval.<\/li>\n\n\n\n
    5. The Department Head will give a written promotion offer to the employee. A Personnel Appointment Form (PAF) will be completed by the Department Head and forwarded for approving signatures.<\/li>\n<\/ol>\n\n\n\n

      Forms:  none.<\/p>\n\n\n\n

      Revisions: none.<\/p>\n\n\n\n

      Last Reviewed: June 2024.<\/p>\n\n\n\n

      References: none.<\/p>\n","protected":false},"excerpt":{"rendered":"

      Approved by PresidentEffective Date: June 5, 2017Responsible Division: Business and FinanceResponsible Office:  Human Resource ServicesResponsible Officer:  Assistant Vice President, Human Resource Services I. Purpose Promotions and transfers are an acceptable means of filling vacancies. However, such promotions and transfers must be achieved within the parameters of institutional affirmative action plans. In addition, any vacant position created […]<\/p>\n","protected":false},"author":8,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"page-bannernosidebar.php","meta":{"footnotes":""},"class_list":["post-282","page","type-page","status-publish","hentry"],"_links":{"self":[{"href":"https:\/\/www.mtsu.edu\/policies\/wp-json\/wp\/v2\/pages\/282","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.mtsu.edu\/policies\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/www.mtsu.edu\/policies\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/www.mtsu.edu\/policies\/wp-json\/wp\/v2\/users\/8"}],"replies":[{"embeddable":true,"href":"https:\/\/www.mtsu.edu\/policies\/wp-json\/wp\/v2\/comments?post=282"}],"version-history":[{"count":1,"href":"https:\/\/www.mtsu.edu\/policies\/wp-json\/wp\/v2\/pages\/282\/revisions"}],"predecessor-version":[{"id":3775,"href":"https:\/\/www.mtsu.edu\/policies\/wp-json\/wp\/v2\/pages\/282\/revisions\/3775"}],"wp:attachment":[{"href":"https:\/\/www.mtsu.edu\/policies\/wp-json\/wp\/v2\/media?parent=282"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}