Professional Promotion Program

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Policy Statement

The College at Brockport offers its employees the opportunity for promotion to professional positions at the SL-1 through SL-6 levels and select management confidential positions.

Category Name: Human Resources
Responsible Unit: Office of Human Resources
Responsible Exec: VP for Administration and Finance
Adoption Date: February 12, 2016
Last Revision Date:
Last Review Date:

Purpose/Scope

The College at Brockport will give its employees first consideration for professional positions at the SL-1 through SL-6 levels and for select management confidential positions in accordance with the eligibility requirements and procedures outlined below. These opportunities will be consistent with employee development, qualification, and job performance. Certain management confidential positions will not be filled through this internal program including the positions of dean, assistant vice-president, associate vice- president, assistant provost, associate provost, vice-president and president. Positions not filled through this internal program or vacancies resulting from the use of this program will be filled consistent with the campus Affirmative Action Program.

 

Applicability

Professional Positions (SL1 โ€“ SL6)

1. Current full- or part-time professional employees represented by UUP must meet the following criteria to be eligible to apply for opportunities under this program:

a. Must have a minimum of one year of consecutive service at The College at Brockport, leading up to the date the position is posted. The one year service requirement is a college year for people holding college year appointments or calendar year for employees holding calendar year appointments.

b. Must have been appointed to The College at Brockport as the result of an approved affirmative action search. An approved affirmative action search includes national, regional, and/or local searches for part-time or full-time positions. Employees hired without a search or under a waiver of search are ineligible. Professional employees are defined in the Policies of the Board of Trustees, Article II, ยง1(n) as "employee in the Professional Services Negotiating Unit, other than an employee with academic or qualified academic rank."

2. Current full- or part-time academic, management confidential, and Research Foundation employees, and those represented by CSEA, PBANYS, SSU, NYSCOPBA and PEF are also eligible to apply for professional SL1 โ€“ SL6 level positions, but will only be considered after a determination has been made regarding the applications of eligible UUP professional employees.

Employees in these groups must meet the following criteria to be eligible to apply for opportunities under this program:

a. Must have a minimum of one year of consecutive service at The College at Brockport, leading up to the date the position is posted. The one year service requirement is a college year for people holding college year appointments or calendar year for employees holding calendar year appointments.

b. Must have been appointed to The College at Brockport as the result of an approved affirmative action search or through a NYS Civil Service Eligibility list or otherwise appointed in accordance with the appropriate collective bargaining agreement. An approved affirmative action search includes national, regional, and/or local searches for part-time or full-time positions. Employees hired without a search or under a waiver of search are ineligible.

Management Confidential Positions


1. Current full- or part-time management confidential and Research Foundation employees or those represented by UUP, CSEA, PBANYS, SSU, NYSCOPBA and PEF are eligible to apply for management confidential positions. Employees in these groups must meet the following criteria to be eligible to apply for opportunities under this program:

a. Must have a minimum of one year of consecutive service at The College at Brockport, leading up to the date the position is posted. The one year service requirement is a college year for people holding college year appointments or calendar year for employees holding calendar year appointments.

b. Must have been appointed to The College at Brockport as the result of an approved affirmative action search or through a NYS Civil Service Eligibility list or otherwise appointed in accordance with the appropriate collective bargaining agreement. An approved affirmative action search includes national, regional, and/or local searches for part-time or full-time positions. Employees hired without a search or under a waiver of search are ineligible.

Definitions

There are no definitions for this policy at this time.

Policy Procedures

Professional Positions (SL1 โ€“ SL6) & Management Confidential Positions

1. When the requirements of Article 35 (Retrenchment) of the Agreement between the State of New York and the United University Professions have been met, and a professional vacancy has not been filled by a retrenched employee, and the position has been cleared by the Office of Affirmative Action for recruitment under this program, the Office of Human Resources will post the vacancy to the campus through the Daily Eagle and on the Office of Human Resources bulletin board. The posting will include budget title, campus title, rank, salary range, position responsibilities, qualifications and the deadline for receipt of applications. The position will be posted for seven (7) business days.

2. External advertising may be done simultaneously with internal posting at the discretion of
the hiring manager and approval of the affirmative action officer; however, internal applications must be considered before external applications.

3. At the conclusion of the posting period, all applications will be reviewed by the affirmative action officer or a designee to assess whether applicants possess the minimum qualifications for the position. If unqualified, the affirmative action officer or a designee will notify the applicants in writing. The application materials of applicants who meet the minimum qualifications will be forwarded to the search committee in accordance with numbers 4, 5 and 6 below.

4. For professional positions, eligible applications will be sorted by first priority (UUP professionals) and second priority. First priority applications will be sent to the search committee for consideration. The search committee will follow all standard search procedures including conducting a personal interview and reference checking of selected finalists. The search committee will make one of the following three decisions:

a. The applicant is acceptable, interviewed, and the search committee submits a recommendation for hire. It is within the purview of the hiring manager to:

i. hire the applicant,

ii. determine the applicant is unacceptable, or

iii. require the search committee to consider the applicant as part of a larger pool obtained through an external search.

b. The applicant is acceptable, but the search committee decides that the applicant will be included as part of the larger applicant pool for further consideration.

c. The applicant is not acceptable and is, therefore, not selected. The search committee will notify internal applicants of its decisions electronically and copy the hiring manager and the affirmative action officer or the designee.

5. Second priority applications will be sent to the search committee for consideration after first priority applications have been processed in accordance with number 4 above. The search committee will follow all standard search procedures including conducting a personal interview and reference checking of selected finalists. The search committee will make one of the following three decisions:


a. The applicant is acceptable, interviewed, and the search committee submits a recommendation for hire. It is within the purview of the hiring manager to:

i. hire the applicant,

ii. determine the applicant is unacceptable, or

iii. require the search committee to consider the applicant as part of a larger pool obtained through an external search.

b. The applicant is acceptable, but the search committee decides that the applicant will be included as part of the larger applicant pool for further consideration.

c. The applicant is not acceptable and is, therefore, not selected. The search committee will notify internal applicants of its decisions electronically and copy the hiring manager and affirmative action officer or the designee.

6. For management confidential positions, all eligible applicants will be considered at the same time without consideration of the applicant's position or bargaining unit. The search committee will follow all standard search procedures including conducting a personal interview and reference checking of selected finalists. The search committee will make one of the following three decisions:

a. The applicant is acceptable, interviewed, and the search committee submits a recommendation for hire. It is within the purview of the hiring manager to:

i. hire the applicant,

ii. determine the applicant is unacceptable, or

iii. require the search committee to consider the applicant as part of a larger pool obtained through an external search.

b. The applicant is acceptable, but the search committee decides that the applicant will be included as part of the larger applicant pool for further consideration.

c. The applicant is not acceptable and is, therefore, not selected.

7. Employees interested in being considered for the posted vacancy must file an application during the seven (7) business day period with the Office of Affirmative Action. A cover letter, resume, and the names and contact information of at least three professional references is considered an application.

8. All eligible employees who apply for a vacancy within the seven (7) business day periodmust be given consideration before external applicants may be considered. If the application of any professional employee is received after the seven (7) business day application period, it shall be considered with other applications received if off-campus recruitment is necessary.

9. If the internal process has no successful candidates, the search will proceed in accordance with affirmative action search procedures.

Conversion of Part-time Professional Staff to Full-time Employment

The College provides opportunities for part-time professional employees to secure full-time employment. This plan rewards employees who have already dedicated time to the institution. The campus benefits as well through the elimination of costly and time- consuming searches when a fully qualified employee is already performing the duties of the position.

1. To be eligible for appointment to the full-time position, the employee must have been hired as the result of an affirmative action search. This includes national, regional, and/or local searches for part-time professional positions.

2. The employee must have served in the same capacity (same job responsibilities within the same office) for three years, because it is at this point in time that an employee is seen as having more than a temporary relationship with the campus.

3. Part-time professional staff may be appointed to the position they currently hold on a full-time basis when specific eligibility criteria are met. 

4. A justification memo must be submitted to each level of supervisory authority along with an appointment form with all appropriate signatures.

Links to Related Procedures and Information

References:

Management and the UUP bargaining unit at the College share the responsibility of supporting and retaining a strong, creative, and engaged workforce. In accordance with the Memorandum of Understanding Relating to a System of Promotion and Certain Salary Increases for Professional Employees, III.E.(1) as listed in the agreement between United University Professions (UUP) and the State of New York, management and the UUP bargaining unit have agreed to a program that supports promotional and lateral opportunities for employees.

Furthermore, Article XII, Title C, section 6 of the SUNY Policies of the Board of Trustees authorizes the chief administrative officer (i.e., College President) to make personnel decisions: 

"Notwithstanding anything contained herein the chief administrative officer of a college may promote or recommend for promotion directly to the Chancellor, or designee, any professional employee in the Professional Services Negotiating Unit at the chief administrative officer's college." 

Nothing contained in this document shall serve to modify or lessen the rights and privileges assigned to campus management, United University Professions, or employees under the terms and conditions provided in the SUNY Policies of the Board of Trustees and the UUP/SUNY Agreement

Contact Information

The Office of Affirmative Action and Human Resources

Allen Administration Building, 4th Floor

585-395-2126

History (in descending order)

Item Date Explanation
Next Review Date February 12, 2019 Three year review
Adoption Date February 12, 2016 Policy Adopted

Approval

This policy is approved by:

Last Updated 1/24/18

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