promotion and transfer policy

An employee who transfers to a position at the same or lower salary grade is not eligible for a salary increase. An employee who has worked in his/her current position for less than six (6) months may apply for open positions only with the written approval of his/her Department Head.
To summarize, a promotion is the selection employee to another position, within the same department or elsewhere in the organization that involves duties and responsibilities of a more complex or demanding nature and are recognized by a higher pay grade and salary. Boston University employees who have successfully completed six (6)  months of continuous service are eligible to apply for open positions. Background checks are conducted with the employee’s written authorization and will require that the employee supply accurate information regarding his or her current and former places of residence. Salary adjustments for promotions and transfers are made in accordance with the University’s wage and salary guidelines. Note: The University’s Compensation Policy for Administrators and Staff addresses career progressions for Administrators, and also should be followed where applicable. 203.1 Eligibility Boston University encourages qualified employees to apply for open positions at Boston University that would advance their professional careers or broaden the scope of their work experience. Reasons for transfer: organizations resort to transfer with a view to attain the following purposes: Employees applying for non-exempt/hourly paid positions must submit a completed Promotion and Transfer Application to Human Resources. Employees applying for exempt positions must submit a recent résumé and letter  of application to Human Resources. The employee is entitled to see the results of all background checks and will be provided the opportunity to correct any inaccurate information contained therein. <>/ProcSet[/PDF/Text/ImageB/ImageC/ImageI] >>/MediaBox[ 0 0 595.32 841.92] /Contents 4 0 R/Group<>/Tabs/S>> All information is kept in confidence by Human Resources and will be shared only on a need-to-know-basis with the hiring supervisor. Boston University seeks to have the best qualified employee in each position at the University. December 4, ... it should ensure open policy in the sense that every eligible employee should be considered for promotion rather than a closed system, it should contain clear cut norms and criteria for judging merit, length of service, potentiality etc.

Thus, promotion is upward reassignment of a job, demotion is a downward job reassignment whereas transfer is a latter or horizontal job reassignment. When these positions are posted, this requirement will be clearly delineated among the qualifications for the position. The background checks include but are not limited to a criminal history records check; Sexual Offender Registry Information (SORI) check; and verification of the academic credentials, prior employment and the employee’s social security number. Transfer and Promotion. endobj When position vacancies occur, hiring managers are encouraged to consider qualified employees within their department or from other campus departments for the position. <> In general, an employee who is promoted to a position at a higher salary grade is eligible for a salary increase. When an employee moves to another position at the University, the move is classified as either a promotion or a transfer.

%PDF-1.5 A promotion occurs when an employee moves to a position that is at a higher salary grade. Last Updated 03/13 Applies to Staff Related Policies: Employment of Relatives; Equal Employment Opportunity / Affirmative Action; Policy. 2 0 obj Students can find additional information in the Undergraduate Student Guide and Graduate & Professional Student Guide. , AND SHOULD BE READ IN CONJUNCTION WITH ALL OF THE POLICIES THAT COMPRISE THE HANDBOOK. %���� PROMOTION, DEMOTION AND TRANSFER POLICY Purpose Policy Statement Definitions Scope of Policy Compliance & legal references Delegation of authority Date adopted Date revised Effective Date PROMOTION 1. A transfer occurs when an employee moves to a position that is at the same or lower salary grade. Purpose of Policy The purpose of this policy is to : a achieve optimum utilisation of employee skills by employing suitable ���9�>"�B���W|d��SŜ���H�=�̛P�9�|��K�=���/u�(�靆 ������u"�6�&�6�����Co��'{V{�ӂ��vB�>�G��.Ҡ]BI~!G�W�AO/� Ό�f�`�!��P��Y���p�����y�-i%p�}N谟 eE|;Kd�4�z�PJ0�ݏ�������}� >j��¥'#���}�X�9;����j;#��in�[夫���'U���G�Zu�3, }��l�z���$�z�i��jK�1��0 qma.�6]g�Ň���|�Fls�Җ0��y�A�p��p7 Visit Back2BU for the latest updates and information on BU's response to COVID-19. <> The following list details the requirements for staff transfer and promotion: 1. Promotion policy should be finalised after discussion with staffs. 203.3 Background Checks for Certain Promotions. stream Employed as \"current,\" \"regular,\" or \"part-time\" 2. Promotion and Transfer. 4 0 obj
A hiring department is expected to establish the effective date for an internal promotion or transfer in consultation with the employee’s current supervisor. Meets all of the job qualifications for the position 5. THE PROVISIONS OF THE EMPLOYEE HANDBOOK DO NOT CONSTITUTE AN EMPLOYMENT CONTRACT AND DO NOT ALTER THE AT-WILL STATUS OF AN EMPLOYEE. To ensure a safe and productive workplace, Boston University has adopted a set of procedures for conducting background checks on employees being considered for promotions to certain designated positions within the University. A transfer occurs when an employee moves to a position that is at the same or lower salary grade. This Policy applies to the transfer and promotion of employees within the University to any of the following positions: Administrators and Professionals, and positions covered under collective bargaining agreements between the University and Local 1, 30, 153, 810, and 3882 (hereinafter, “covered positions”). Current performance meets job expectations 4. ��m�ԋe�vj*�yb�43���x3�^��o����+���U%�QU�d}~"mF���8��y��y]uSLq��2�ɏ�'�����F9�ڱ&�=�nJD6c sڢس���geS�i��T��A��9�zB�NK~]���V���)�9����N�(��wAk��,��u�m��ۼ�r �ғb,eN#^d�hl�(�tEoz�� ��G�s��C���U�y�Xr��.����mQy��>��*��g��T�� \b�Z�'@�Q#�������hC~9m,gi_����0VF����1�*�'RN0�j THIS POLICY STATEMENT IS PART OF THE EMPLOYEE HANDBOOK, AND SHOULD BE READ IN CONJUNCTION WITH ALL OF THE POLICIES THAT COMPRISE THE HANDBOOK. For positions covered by a collective …

THE PROVISIONS OF THE EMPLOYEE HANDBOOK DO NOT CONSTITUTE AN EMPLOYMENT CONTRACT AND DO NOT ALTER THE AT-WILL STATUS OF AN EMPLOYEE.

3 0 obj 1 0 obj Internal job applicants must apply for open positions through Human Resources and inform their supervisor of such action when an interview is scheduled with a hiring department (see Policy 102, Recruiting, Interviewing, and Hiring). Therefore, sufficient thought should be given to career goals and to building a record of loyalty and longevity before requesting a transfer. ��\�����y�ܯ�~��f���k���0&�)���O��}�����E �w���;߾����x{ˏ #��X�P5�aog�E�� �t�?���j���c�K@b�����S'�� �r��C/U4 A hiring department must obtain a written reference from the internal candidate’s current supervisor before Human Resources may extend an offer of employment. An interdepartmental transfer or promotion also requires an employee to serve a ninety (90) calendar day probationary period, which does not affect access to benefit eligibility. <> �x�˚Zm�S�����_ՓM/�V���7��kC\ %`�1>�O��$#���&��T��y[aTM��Y]����[;葁�R���GS��]R�3���U�0�q^�8vu�!s_6�g��sK��T0Ro�'Žd� -�����%mi�0_�M:9�Q���"y���S�m[w� !|[׭�2|�6/8��+3�J��#�0L�z�A�OuMO�!�w�����P��B��CQ�9ZXsb��ȍ�Glp�T}rDE>枩�@p/���Dz��P3�s��88�^r=3Q��=�St0^"(��!�=_��� �J��؞4ߞt�-u*̙���oUWo���Rj��>�I(���ʩ&qt�"(�3��T�Qz(�J��١J~!�~|ȧ���4���\5�U�J���N��U-9l�M�x�nJ�%��.����l�. When an employee moves to another position at the University, the move is classified as either a promotion or a transfer. endobj If required or applicable for the position for which an employee is applying, additional searches may include: a Massachusetts Criminal Offender Record Information (CORI) check; credit history; verification of professional license and/or certification; driver’s license and record; healthcare fraud, professional references and fingerprinting. A promotion occurs when an employee moves to a position that is at a higher salary grade. To be promoted, the employee must meet the minimum job qualifications or minimum

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