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Promotions and Career Ladders

MAPP 02.01.01 Section V. D. 1. “An increase may be made to an employee’s base pay when the employee moves to a more responsible job assigned to a higher pay grade.  Typically an employee would be eligible for a promotion after their initial probationary period is passed (from date of hire – exempt is 1 year, nonexempt is 6 months); and when their performance contributions have been documented; and when they have demonstrated the competencies, skills, and knowledge to move up to the next level in their career path or job family.”

Procedures for Career Ladder Promotions

Non-competitive promotions under this policy result in the employee’s current position changing to a new job which is one step up on the career ladder.


  • Employee must be in the current job at least one year.
  • The duties and responsibilities of the new job must be assigned to the employee on or before the date of the promotion.
  • Employee must meet all of the qualifications for the new job. (Directly related work experience may be considered in lieu of degree requirements on a year-for-year basis, i.e. 4 years of experience is equal to a bachelor’s degree.)
  • Performance contributions to the department or university must be documented.
  • The promotional increase should raise the employee’s pay rate to at least the minimum of the new pay range, but not above the midpoint of the new pay range.
  • Other factors to consider when determining the promotional increase include:
    • Rates paid to other employees in the new job
    • Number of grades between the old and new job
    • Changing from FLSA non-exempt to exempt
    • Competitive external pay data, if available


  • All requests for promotions require the following documentation:
    • Position Request Form (ePRF) (Job Reclass action/reason)
    • Personnel Action Request (ePAR) (Pay Rate Change/Job Reclass)
    • Memo documenting performance contributions and basis for request
  • Documents should be reviewed and approved by department and college/division approvers before they are submitted to Human Resources. Incomplete packets will be returned.
  • Exceptions to any of these policies and procedures require additional justification and prior approval of the appropriate vice president (or designee) and Human Resources.