To recognize significant and sustained career advancement within the classification as demonstrated by new duties, new skills, additional key areas of responsibility, expanded scope and/or advanced competency, and where the key areas of responsibility of the current classification still remain the best fit overall for the work performed.
Requests for career advancement adjustments may be initiated by the staff member, the department or jointly, and are submitted to the college/division (org). The department or org may deny a request.
The new duties and responsibilities should be performed for an appropriate period of time that is sufficient enough to evaluate the employee’s performance and continuing success in the role. The period of time necessary for evaluation is at the discretion of the college/division. The new responsibilities must not have been recognized in previous classification and/or compensation decisions. If it is later determined that the employee is unable to continue performing the new duties and responsibilities, their salary should be reduced accordingly.
Salary increase of 1-5% for career advancement within the current classification, not to exceed range maximum, and consistent with the responsibilities and performance of others within the same budgetary unit.
Approval of Salary Increase
Org level Human Resources approval if new salary is below or within median zone, not to exceed one in-classification increase per individual per fiscal year.
University Human Resources must approve:
- More than one in-classification increase per individual per fiscal year (regardless of relationship to median zone), or
- Any salary above the median zone, or
- Any salary in a classification in an open pay range (9 & 10).
Effective date is the 1st day of the month following College/Division approval.