POL 5.330 Promotional Transfers
A non academic promotion occurs when an employee is transferred to another position with a higher pay grade based on job responsibilities. Job changes that result in a move from one structure to another (i.e. from Pay Structure 1, to Pay Structure 2 or vice versa) will be considered a promotion if the pay for the new job:
- is higher, brings his/her rate of pay to the minimum of the new pay grade, or
- gives him/her an increase that is at least equal to one step in the new pay grade or
- is commensurate with the level of new responsibilities assumed as judged by the director of human resources and approved by the president. All pay decisions will be based on the college’s ability to pay within the budgetary parameters set by the board of trustees.
Promotions shall be accompanied by a pay increase. The promotional increase cannot result in a rate that is below the minimum of the range or above the maximum of the range for the new job. Factors that may be considered in determining pay increases for promotion include but are not limited to, staff’s credentials (knowledge, skills, abilities, experience, and performance) relative to the minimum job qualifications, internal equity comparisons, market considerations, and/or available funding.
Kirtland’s administration may transfer an employee voluntarily from one position to another when it is in the best interest of the college. A transfer may take place within a department or between departments.
An employee will not be transferred on a permanent basis to a new or revised position until the position has been analyzed, described via a formal job description, evaluated by the Director of Human resources, and approved by the administration.
Revised August 10, 1995
Revised June 25, 2004
September 21, 2023
To view the procedure, go to PRO 5.330 Promotional Transfers
