Approved by Executive Council: 15 September 2026<\/p>\n\n\n\n
The performance appraisal process evaluates and discusses an employee’s job performance and gives both the employee and supervisor an opportunity to review individual, departmental, and institutional goals and objectives, as well as identify developmental and professional growth needs. Employees may provide written comments or responses as part of the appraisal process.<\/p>\n\n\n\n
To promote consistency and equity in performance evaluations, the Department Head and the applicable divisional Vice President review appraisal ratings and any employee comments. Completed performance appraisals, along with any employee responses, are forwarded to the Office of Human Resources for inclusion in the employee’s official personnel file.<\/p>\n\n\n\n
Performance appraisals are required upon completion of the employee’s introductory period <\/strong>and annually thereafter<\/strong>, unless University policy or procedure specifies otherwise.<\/p>\n\n\n\n Employees are encouraged to discuss advancement opportunities with supervisors. Opportunities for increased responsibilities may also be available within the current department. No employee will be adversely affected by expressing interest in another job opening. Anyone interested in a posted position is encouraged to contact the Office of Human Resources for further information on compensation. The University will consider an employee for transfer or promotion only after the employee has completed one (1) year of employment.<\/strong><\/p>\n\n\n\n To be eligible for a promotion, a transfer, or consideration for a different position at the University, the employee must have completed one (1) year of service in their current position, <\/strong>be in \u201cgood standing,\u201d and not currently under any disciplinary action or on a performance improvement plan. In addition, if the employee is eligible and being considered for a position, the employee and the prospective department head must discuss this opportunity with the employee\u2019s current supervisor before any action can take place.<\/p>\n\n\n\n The University encourages career growth and internal promotions. A promotion is a change from one position to another at a higher level and normally entails an increase in pay. The University adheres to its equal employment opportunity policy and considers all applicants for advancement regardless of race, religion, sex, age, disability, military status, national origin, or any other characteristic protected by law. As job openings occur, the University posts them so current employees can apply and receive consideration for promotion.<\/p>\n\n\n\n Transfers represent a permanent change from one position to another within the same salary level, or in some instances, at a lower salary level. A transfer may result from a request made by either the University or the employee and may be initiated to develop the employee\u2019s career or to provide the employee the opportunity to work in an area where the employee\u2019s full potential may be realized. Transfers may also occur when positions are to be phased out.<\/p>\n\n\n\n For reasons such as reorganization, personal request, inability to perform, or reevaluation, either an employee or the University may initiate a move to a lower-level job. Under most circumstances, an employee\u2019s pay will be reduced accordingly. <\/p>\n\n\n\n All actions discussed in this policy must be approved by the Divisional Leader (President, Executive Vice-President, and Vice-Presidents).<\/p>\n\n\n\n <\/p>\n","protected":false},"featured_media":0,"parent":0,"menu_order":0,"template":"","class_list":["post-2151","personnel-manual","type-personnel-manual","status-publish","hentry"],"acf":[],"yoast_head":"\nPromotions and Transfers <\/h4>\n\n\n\n