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Promotions

Promotions occur as a result of upward movement, typically to a job/position in a higher level or grade with greater responsibility. Promotional increases should be granted concurrent with the employee's assumption of his or her new job/position. At the time of promotion, it is important to ensure that an accurate job/position description exists for the position.

The amount of the increase would typically be between 5%-15%, dependent upon increased level of responsibility and other factors as outlined below. In all cases managers or the appropriate department administrative officer should consult with their Human Resources Officer for guidance in making an informed decision. No commitment should be made to employees regarding salary and or grade prior to having a conversation with Human Resources. Where required, approval from the designated senior officer must be obtained to ensure that established channels with a department or school are followed.

Note that there may be times when significant changes in responsibilities may appear to warrant a promotion; however, the change(s) may not be promotional in nature, but rather as a result of increased responsibility or the acquisition of new skills within the same job/position. In these cases, refer to the appropriate compensation guidelines.

Because it is the Institute's policy that, barring unsatisfactory performance, no person will be paid below the range minimum, a promotional increase must bring the employee to, at least, the minimum of his/her new pay level or range.

Before determining the amount of the promotional increase, the following should be considered:

  • How proficient is the employee in meeting the requirements for the new job/position?
  • Where is the employee's current pay in relation to the targeted pay level or range?
  • How does the employee's recommended salary compare with that of others in the same or similar job/position?
  • How does the employee's recommended salary compare with that of his or her supervisor and where appropriate, direct reports?

In general, employees who are experiencing performance and/or conduct problems are ineligible for promotion until the problem is resolved.

effective August 1, 2001

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