If the qualifications of two or more employees appear to be equal, promotion decisions should take into consideration performance, seniority, and affirmative action. All promotions must be approved by the Personnel Office, budget unit head, unit administrator, administrative officer, and the EEO officer before the job can be offered. A supervisor may elect to advertise t he position and consider unit employees along with the general applicant pool. Record Keeping Employees involved in the hiring process are expected to document recruiting sources utilized, applicant data, and results of review and interview processes. All information must be kept confidential.
Applications are no longer active once a position has been filled or closed.
Applications and applicant data are maintained for two years. A reassignment is usually defined as movement to a position of equal responsibility and pay status, either within the same department or to a new department if under the same administrator. Interdivisional reassignments may be authorized by the President. Reassignments do not require advertising. An extended temporary status employee hired in accordance with the procedures in this policy may receive a change of status to regular status if authorization is received from the appropriate administrative officer.