Wherever possible, the University shall seek opportunities to promote current employees. Employees shall be eligible for promotional opportunities where managers have determined that such recruitment within the University would be in the best interest of the department. There are two methods by which an employee may be internally recruited and/or promoted. Both options are open to all employees, including OPS.

DEPARTMENTAL PROMOTION:
Where a vacancy exists or becomes available in a department or unit, managers shall be able to identify and promote staff within their department or unit who have demonstrated the skills, ability and performance level to be successful in a higher level position.

• Such employees shall meet the minimum qualifications for the position to which they are being promoted.


• Such employees shall have “satisfactory” or above performance ratings currently on file.


• Such employees shall complete the probationary period for the new position, if applicable.

To ensure fairness and equity in review, such decisions to promote within a department will require consultation with the Director of Human Resources or designee and the approval of the appropriate higher-level supervisor.

• Managers shall complete a Departmental Promotion form which shall include a rationale for the selection


• Managers shall meet with the Director of Human Resources, or designee, prior to promoting an employee.


• The Director of Human Resources, or designee, shall collaborate with the Director of Equal Opportunity Programs as appropriate.


• The Director of Equal Opportunity Programs will need to be consulted if the promotion is in a unit which has been identified as having not met representation requirements as per the annual Affirmative Action Plan.

Managers shall be held accountable for those decisions.

• Managers shall be responsible for informing the members of their staff of their decision, prior to the employee starting in the new position.


• For positions of Director and above, approval of the appropriate vice president is required.


• The vice president shall meet with the Director of Equal Opportunity Programs to review the utilization data for the respective department or unit in keeping with the University’s commitment to diversity and representation at all levels.


• The vice president will advise the President of the proposed action.

UNIVERSITY INTERNAL RECRUITMENT:
Managers may open a position to all current University employees, and only current UNF employees will be eligible to apply.

• Managers shall complete a Recruitment Request form in OASYS and indicate on the form that it is an Internal Recruitment.


• The Director of Human Resources and the Director of Equal Opportunity Programs will need to be consulted in the decision to exercise this option in a unit which has been identified as having not met representation requirements as per the annual Equity Accountability Plan.
• Such positions shall be posted on the:


• UNF-HR job vacancy board (located outside OHR)


• UNF-HR job vacancy books (located inside OHR)


• HR Web page