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2. This procedure is available for use with:
The incumbent has already demonstrated the ability to perform the higher job and meets all educational/experience requirements for the position, but in no event will the incumbent be promoted to a position more than two ranges above the current placement, or between classifications (i.e. an internal promotion from PSS to administrative is not possible except in the following instances:
On occasion, through the regular or ad-hoc job evaluation process, it is determined a PSS incumbent is performing administrator-level duties on a day-to-day basis and in many instances these duties are not currently reflected on their job description. According to FLSA if these duties encompass at least 50% of the scope of the incumbent's position, then a recommendation will be made to the Chancellor for an upgrade to an existing administrative job title or a recommended new administrative job title otherwise, the administrative duties must be removed. Please note that if during the regular job evaluation cycle, it is discovered that an incumbent is performing administrative-level duties that scope 50% or more of their position, the incumbent will be removed from the regular job evaluation cycle and the supervisor notified to take immediate action via either a request to promote or the revisiting of position duties.
If departmental need necessitates an existing PSS position be moved to the administrative salary schedule, the supervisor will initiate a request for an ad hoc job evaluation following normal location channels. District Human Resources will conduct the review and return a recommendation to the location CEO for approval.***Please note the employee must meet minimum position requirements.
The incumbent has met all requirements for the higher position, including but not limited to education and experience.
The cost center and/or area staffing positively reflects the diversity of students and communities served.
The unique and specialized requirements of the open position justify promotion of an internal individual possessing the special qualification to meet those requirements.
5. Process for requesting an internal promotion:
A current summary listing of all employees in the department, including gender, ethnicity and longevity, including those individuals who are qualified to be considered for the promotion.
Will interview each declared candidate personally.
From the interview, evaluations, and knowledge of department needs, the first-level supervisor will recommend a secondary interview for the chosen incumbent with the second-level supervisor.
If selection is unconfirmed, the incumbents considered for the internal promotion will be notified that the position will be posted for consideration of a broader pool of candidates, and they will be encouraged to apply.