Merit increases must be within budget guidelines and based upon assessment of each employee's performance in accordance with PS 02.23, Staff Performance Evaluations Policy and PS 02.27, Administrative Staff Evaluation Policy. 2.8 Assignments affect the scope of responsibility and authority of the employee, contrary to transfers, where the employee normally retains the same classification and salary level. Assignments are commonly effected through promotions and demotions. 2.9 Promotions are defined as a change in duty assignment of an employee from one classification to another classification within a higher salary range. To be considered for a promotion, the employee must meet the minimum qualifications for the higher classification.
Promotions normally involve a salary increase to the minimum starting rate of that classification.
If the current pay rate of the employee being promoted is greater than or equal to the midpoint of the range of the higher classification, the rate of pay will remain unchanged or, with prior approval by the Assistant Vice President of Human Resources and the Vice President for Administration, the rate may be increased by no more than 5 percent. 2.10 Demotions are reassignments to positions having a lower level of duties and responsibilities and a lower salary range. Voluntary Demotion . In no case will the employee's salary rate be reduced to a rate below the minimum salary for the level of the job to which the employee is being transferred. However, because of the variety of possible circumstances that may surround the involuntary demotion, each situation will be handled on a case by case basis.