Staff Career Ladders
Career ladders provide a way for employees to automatically advance from one level to the next in a job series after meeting predetermined criteria, without having to apply for a vacancy at a higher level. Career ladders for specific positions can be put in place by departments with a business need for higher-level work.
Career Ladder Benefits
Employees can:
- Develop new skills and competencies at their own pace and in their current job.
- Advance their careers without competition and without moving to a different work unit.
- Be recognized for their initiative and willingness to work to further department and university goals.
- Be eligible for an immediate pay increase when they advance to a higher-level position, contingent upon funding availability and university-wide salary policies at the time.
Supervisors can:
- Attract and retain high-quality employees who are motivated to advance their careers.
- Develop well-trained employees with high morale.
- Provide a higher level of quality and service to their clients.
The employee must hold a position that has been deemed eligible by the department for career ladder advancement and has an established career ladder checklist posted on the Human Resources website.
To advance to the next level in their career ladder, the employee must:
- Be a regular (full or part-time) member of staff.
- Have passed the probationary employment period and not currently be under a performance management or disciplinary action plan.
- Have been rated "Meets/Exceeds Expectations" on their most recent performance evaluation.
- Meet all required experience and education qualifications of the higher-level job description.
- Demonstrate all required competencies needed to advance by completing the career ladder checklist for their position.
Application Administrator
Classroom IT Analyst
Endpoint Management Analyst
Enterprise Developer
Enterprise Systems Analyst
Technology Solutions Partner
- Employee completes the competencies checklist for the position level they intend to advance to (e.g. Technology Solutions Partner I to Technology Solutions Partner II). Checklists are available above under Career Ladder Checklists.
- Supervisor reviews the checklist to confirm successful completion. They also confirm that the employee meets all education and experience requirements for the next-level position.
- The unit initiates creation of a new job description in PeopleAdmin to establish a job description at the higher level with a different Position Control Number (PCN) than the one the employee currently holds.
- Check the “Career Ladder Advancement” checkbox.
- Upload the completed competency checklist with supervisor and second-level supervisor signatures.
- Upload the employee’s updated resume demonstrating that they meet the required qualifications for the higher-level position.
- The PeopleAdmin action routes the same as a staff search waiver.
- Initiator > ClassComp > Unit-College Review > AAEEO > Unit-College > PCN Review
- At PCN Review, Human Resources will calculate the employee’s new target salary, advise whether a background check is required and notify the unit when they are approved to issue an offer letter for the higher-level position. The offer letter can include a salary increase, contingent upon funding availability and university-wide salary policies at the time.
- The unit submits an EPAF to seat the employee in their new PCN with their new title. After the EPAF is completed, the employee’s new target salary will be entered in VandalWeb. Please note that retroactive effective dates or pay changes will not be approved.