Professional Staff Promotions

1. Professional Staff Promotions University at Buffalo Human Resource Services November 26, 2001

2. Overview • Review of Career Progression Opportunities Within the Existing Classification and Compensation Structure • Position Evaluation Tools • Review of Promotion and Salary Increase Application and Appeal Process

3. Career Progression Opportunities • Promotions • Within-Grade Salary Increases

4. Definition of Promotion Promotion shall mean an increase in a professional employee’s basic annual salary level with a change in title. – Agreement between the State and UUP July 2, 1999-July 1, 2003 Memorandum of Understanding Relating to a System of Promotion and Certain Salary Increases for Professional Employees.

5. Methods of Promotion Reclassification of existing position-As a result of a permanent significant increase in the employee’s duties and responsibilities as a consequence of a permanent increase in scope and complexity of function of the employee’s position. To new position-As a result of a permanent significant increase or change in the employee’s duties and responsibilities as a consequence of movement from one position to another of greater scope and complexity of function.

6. Sample Criteria for Consideration of Promotions Effectiveness in Performance Mastery of Specialization Professional Ability Effectiveness in University Services Continuing Growth

7. Definition of Within-Grade Salary Increase • An increase in an employee’s basic annual salary.

8. Method of Providing Increase • Assignment of a permanent and significant increase in duties and responsibilities as demonstrated by the employee’s performance program.

9. Position Evaluation Tools • UUP Salary Schedule • Professional Service Position Description • Point Factor Analysis • Classification Standards • Descriptions of Comparable Positions, if Available

10. UUP Professional Employee Salary Schedule Effective 7/1/01 Salary LevelMinimumMaximum SL-6 $56,007 $101,042 SL-5 $45,707 $ 85,475 SL-4 $37,982 $ 73,264 SL-3 $32,831 $ 64,106 SL-2 $28,969 $ 56,475 SL-1 $25,107 $ 48,843

11. University at Buffalo Professional Service Position Description Line Item Number: _____________________ Account Number: ______________________________________________ Official State Title/Rank: _______________________________________________________________________________ In-House Title: ________________________________________________________________________________________ Department: __________________________________________________________________________________________ Faculty: ____________________________________Section: __________________________________________________ Supervisor of Position: Title:________________________________________________________________________________________________ Name: _______________________________________________________________________________________________ Incumbent (If filled): __________________________________________________________________________________ FLSA Status: Exempt ____ Non-Exempt ____ _______________________________________________ ____________________________________________________ Prepared by Date Approval Signatures _________________________________________________________ Immediate Supervisor _________________________________________________________ Department Head

12. Professional Service Position Description (Continued) • Instructions: The following statements/questions must be completed according to the instructions in the Guide to the Job Classification Process issued by Human Resource Services and available on the HRS website at: www.business.buffalo.edu/hrs/classification/job_20classification_20guide.doc. • Duties and Responsibilities • What is the minimum education required for this position? • In addition to formal education, how much and what kind(s) of experience is required? • Describe at least three of the most complex or difficult duties (in order of difficulty). • Please comment on the type and extent of supervision this position receives. • What do you feel are the most serious consequences (in order of importance) that most probably would result from errors by the incumbent? Please list three. • Write a statement about the people, offices, or “publics” that this position deals with, contacts, or supervises, and this position’s relationship to each. • Give examples of sensitive or confidential data which the incumbent of this position is required to understand and work with. Note the probable effects of indiscretion.

13. Point Factor Evaluation Line Number: ___________ Factor Value I. Knowledge Required _____ II. Experience _____ III. Freedom to Act _____ IV. Human Relations and Communications Skills _____ V. Problem Solving _____ VI. Breadth of Organizational Impact _____ VII. Consequences of Error _____ VIII. Supervision _____ Total Points _____ Salary Level _____ Ranges SL-1: Under 225 __________________________________________ SL-2: 226-325 Analyst SL-3: 326-400 __________________________________________ SL-4: 401-550 Date SL-5: 551-650 SL-6: 651 - Above

14. Classification Standard(Contents) • Title • Salary Level • Description • Preferred Qualifications -Amount and types of experience -Minimum educational requirements

15. Application/Appeal Process for Promotion or In-Grade Salary Increases • Eligibility Criteria • Promotions • In-Grade Salary Increases • Application • Process

16. Eligibility • The Application for Promotion or Salary Increase process may only be utilized once a professional employee has requested a recommendation for a promotion or in-grade salary increase from the employee’s immediate supervisor and has been denied at an organizational level below that of campus president.

17. Eligibility CriteriaPromotions • An employee must have a permanent and significant increase or change in their duties and responsibilities as a consequence of movement from one position to another position of greater scope and complexity of function at the same or different campus, or • A permanent significant increase in the employee’s duties and responsibilities as a consequence of a permanent increase in the scope and complexity of function of the employee’s position.

18. Eligibility CriteriaWithin-Grade Salary Increase • The request may be as a result of a permanent increase in responsibility resulting in an increase in the scope and complexity of function of the employee’s position.

19. Application • The application for promotion or within-grade salary increase must be made by submitting the following documents to the College Review Panel (CRP) c/o Assistant Vice President for Human Resources, Human Resource Services, 120 Crofts Hall, North Campus: - New, as well as the last prior approved Professional Service Position Descriptions - Highlights of differences in position descriptions - Statement of justification for promotion or salary increase - Current organizational chart with changes noted - Current and the last prior Performance Programs - Other justification at the discretion of the employee

20. Process • The CRP reviews the employee’s application • If the CRP does not support the request, they shall notify the employee and immediate supervisor. Further appeal is not permitted. • If the CRP supports the request, it shall send a copy of the application and its recommendation to the President and the employee. • The President reviews the application and indicates his decision by memorandum to the CRP with a copy to the employee and AVP for Human Resources. • If the President supports the employee’s request, all documentation is sent to the AVP for HR for appropriate classification action. When such action is approved, the AVP for HRS will notify the President/Provost/VP and supervisor. The President will then • Notify the CRP and the applicant. • If the President’s decision does not support the employee’s request, he may instruct HRS to effect a different classification and salary action.

21. Process (Continued) • The President’s decision is final except: - In the case of promotions, if the President’s decision is claimed by the employee to be arbitrary or capricious, it may be appealed to the University Review Board (URB). The decision of the URB is always final. - Disapproved applications may not be resubmitted for a period of 18 months or until the employee’s performance program has been changed, whichever is sooner.

22. Visit Our Website • http://www.business.buffalo.edu /hrs

23. Questions???