University at Buffalo September2002

Human ResourceServices

PROMOTION POLICY FOR PROFESSIONALEMPLOYEES

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Background
The Agreement betweenthe Stateof New York and United University
Professionscalls for an internal promotion plan for professionalemployees
within the ProfessionalServicesNegotiating Unit. The original plan
implementedon an experimentalbasiseffectiveJuly I, 1987hasbeenextended
indefinitely at the end of the experimentalyear.

The plan provides for the internal advertisementof professionalvacancies

and the considerationof internal candidatesprior to externalsearches.

PolicXStatement

The University at Buffalo recognizesboth the needfor an internal promotion

plan for its employeesand the needto provide equalopportunity for all persons
to obtain employment. As a meansof balancingtheseneeds,the University will
give first considerationto current professionalemployeesfor all position
openingswhich occur in ProfessionalServicesNegotiating Unit represented
positions ranked from SL-l to SL-6and ProfessionalM/Cpositions ranked from
MP-IV through MP-VI. This promotion processalsosupports affirmative action
requirementsto provide upward mobility for women, minorities, the disabled,
and Viet Nam Era Veterans. When the processdelineatedbelow leadsto internal
promotion(s)resulting in an openprofessionalposition, extraordinary efforts
must be made to recruit and hire women, minorities, the disabled,and Viet Nam
Era Veteransin the externalsearch.

Procedure

1. When an opening in any of the above-mentionedprofessionalpositions

becomesavailable,departmentsmust processan Authorization to Recruit
(ATR) form. When the A TR reachesHuman ResourceServices,the
position will be postedon all official campusposting bulletin boardsand
on the web site. The posting noticewill provide ten (lQ)working daxs for
receipt of applicationsfrom campusprofessionalemployeesand will also
contain the standardinformation describingthe position, the salary range,
and required degrees,experience,skills, etc. The nameof the individual to
whom applicationsmust be sentwill alsobe included.
University at Buffalo September2002
Human ResourceServices

PROMOTIQN POLICY FOR PROFESSIONALEMPLOYEES p.2

2. A professionalemployeeinterestedin being consideredfor the vacancy,must file

an applicationduring the ten (10) day period with the individual designatedon the
postingnotice asthe personto receivethe applications.A letter of transmittalwith
resumeis consideredan application.

3. The individual.designatedto receivethe applicationswill acknowledgereceiptin

writing and will forward them to the individual(s) in the departmentconducting
the employmentsearch.

4. The individual(s) in the departmentconductingthe employmentsearchwill review

the applicationsreceivedduring the ten (10) day period to determinewhetherany
applicant(s)meetsthe qualifications. A personalinterview will be accordedthose
who do. The EmploymentSectionof HumanResourceServicesmust be informed
of the candidatesbeing interviewed.

5. All eligible professionalemployeeswho apply for a vacancywithin the ten (10)

ill period must be given considerationbeforethe vacantposition is postedfor off-
campusrecruitment. If the applicationof anyprofessionalemployeeis received
after the ten (10) day period, it will be consideredalongwith any external
applications.

6. The employingunit may takeone of three(3) actionswith the applicationof a

currentemployee:

a) Recommendappointment.A SearchProcedureReport(SPR)must be
submittedto the President'sPanelfor Review of SearchProceduresfor
approval. When suchapprovalis received,all unsuccessfulcandidates
must be so notified in writing by the individual conductingthe search.

b) Find the applicant(s)unqualifiedfor appointmentandrequestoff-campus

recruitmentto fill the vacancy. Unsuccessfulapplicantsmust be notified of
this action in writing by the individual conductingthe search.

c) Find someapplicant(s)qualified to be consideredfor appointmentbut still

requestoff-campusrecruitment. [The employee(s)will againbe
consideredalongwith the off-campusapplicants.] Both the candidatesstill
underconsiderationandthe unsuccessfulcandidatesmust be notified of
this action in writing by the individual conductingthe search.
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University at Buffalo September 2002

Human Resource Services

PROMOTION POLICY FOR PROFESSIONAL EMPLOYEES p.3

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7. Upon notice by the employingunit that no currentemployeehasappliedor has

beenselected,HumanResourceServiceswill releasethe position for off-campus
recruitmentasrequiredby existing employmentprocedures.

8. Ifno one either on- or off-campusis selectedfor the position andthe employing
unit decidesto,reducethe original requirements,this redefinedvacancymust be
handledin accordancewith all proceduresoutlined above.

~/Empfoyee ~fations
9/25/02