Human Resources Administrative Practice Manual
Classification, Compensation, and Payroll
|Official Title||Policy on Promotions|
|Responsible Office||Human Resources|
A promotion is the shift of an employee from one job title or position to another having more responsible duties or involving more skill and generally associated with a higher minimum rate of pay. To be promoted, the employee must meet the minimum job qualifications or minimum hiring standards required by the new job title or position. An employee affected by a promotion may be subject to a background check.
Reason for Policy
This policy ensures general consistency in the definition of promotion among institutions of the University System.
Entities Affected By This Policy
All units of the University System of Georgia are covered by this policy.
Who Should Read This Policy
All Human Resources personnel and employees within the University System of Georgia should be aware of this policy.
|Office of Human Resourcesemail@example.com|
|Institution Chief Human Resources Officers||See University System HR Officer Listing at http://www.usg.edu/hr/officers/|
Website Address for This Policy
These definitions apply to these terms as they are used in this policy:
Promotion: A shift of an employee from one job title or position to another having more responsible duties or involving more skills and generally associated with a higher minimum rate of pay.
Minimum Hiring Standard: The minimum threshold of education and experience required to perform a given job.
Reclassification: A change in a position that results in the position being assigned to a different classification. For the purposes of this policy, a reclassification that results in the position being assigned to a classification level that is assigned to a higher pay grade or range than the former position is considered a promotion.
Reorganization: Organizational changes within a department that results in a position assuming additional responsibilities such that the position is reclassified to a higher level or movement of an employee to a higher level position in accordance with reorganization plan.
Promotions may come in the form of reclassification, reorganization, or through competitive recruitment.
Each institution shall establish procedures to implement this policy.
The responsibilities each party has in connection with this policy are:
Party | Responsibility Vice Chancellor for Human Resources, USG | Maintain and revise promotion policy as appropriate. Institution Chief Human Resources Officers | Each institution shall establish and maintain an adequate procedure for implementing this policy.