PURPOSE  

The purpose of the University of Dayton's promotion policy is to ensure opportunity for internal mobility consistent with the commitment to equal employment opportunity and affirmative action. A further purpose of the policy is to provide a mechanism whereby employees can be recognized and rewarded for their successful performance and professional development at the University.

PROCEDURES

Promotions may result from an upward reclassification of an existing position or from an employee applying for and becoming the successful candidate of a position posted either internally and/or externally. In determining an employee’s eligibility for promotion, the following factors should be considered: performance, skills and abilities, relevant experience, professional development, and education.

A promotion may occur as follows:

1. When an employee is uniquely qualified for an open position, the hiring manager may request to facilitate the promotion via bypassing the typical posting process.  Approval from the appropriate vice president or dean, the Office of Compliance and Affirmative Action, and the Office of Human Resources will be required before proceeding with the requested promotion.  Accordingly, the job related factors for considering an employee’s eligibility for promotion, as listed above, will also be considered.  When a promotion results in an open position, then that open position will be posted following the typical posting process.

2. There is a reclassification of the employee’s existing position, as a result of the employee consistently performing duties at a higher degree of responsibility and complexity than the current position entails.  Reclassification requests can be made to the Office of Human Resources and are considered when no more than 50% of the current position responsibilities have changed.

3. Upon consultation with the Office of Human Resources and the Office of Compliance and Affirmative Action, a posting may be made at only an intradepartmental and/or interdepartmental level so that the open position will be filled by the promotion or transfer of an employee. 

Questions may be directed to the Office of Human Resources and/or the Office of Compliance and Affirmative Action.