Personnel
Promotions (6.32)
PURPOSE
The purpose of this policy is to provide promotional opportunities
for employees. A promotion is defined as movement from one position
to a higher position with a comparable increase in responsibility
and pay.
POLICY
It is the policy of Tennessee State University to promote
employees into vacant or new higher level positions when qualified
employees are available and it is determined to be in the best
interests of the University.
PROCEDURE
An employee who is promoted to a higher level position will be
required to serve a probationary period not to exceed six months
unless otherwise determined by the head of the department in which
the employee is promoted.
Employees promoted to higher positions will be evaluated at the
end of the third and sixth month. Prior to the expiration of any
probationary period the supervisor or department head has the
discretion of extending the probationary period for disciplinary
purposes or for purposes of further adjustment to job expectations
and performance.
Probationary evaluation will carefully consider the nature, scope
and detail of the promotional position and in what manner and
circumstance the employee is adapting to all conditions of the
position. As with any evaluation process, a promoted employee's
performance should be measured against specific performance goals
and objectives.
Tennessee State University recognizes in order for a promoted
employee to have a high potential for success they should receive
support, guidance, encouragement, training, direction and supervision
intended to assure the successful adaptation to the new position.
Occasionally the responsibilities and requirements of higherlevel
positions may not prove suitable to a particular promoted employee
or to the department in which the promotion took place, as determined
by performance expectations. In the event a promotional
assignment is unsatisfactory, for either the employee or Tennessee
State University, the promoted employee may be allowed to return
to a former position, if available, within the initial six month
probationary period, at a pay level comparable to the former position.
The opportunity to return to the former position is at the discretion
of the hiring Department. The fact the former position is vacant
does not guarantee return to the position. If the former position
or a comparable position is not available, the returning employee
may be terminated with the opportunity to reapply at a later date
for a position which the employee qualifies.
In situations such as those described above, the Personnel Director
should be consulted prior to terminating a promoted employee.
REFERENCE
None