Under certain circumstances, department heads may establish career paths in departments where there is regular turnover in a particular job family. The concept enables employees to move upward in a specific career path if they meet clearly defined criteria and if there is a departmental need for a higher level position in the area.
Guidelines for Establishing Career Paths
- Career paths may be initiated by either a department or Human Resources. All materials must be approved by the senior officer, Compensation and Organizational Services and the EEO/AA Office.
- Generic job descriptions as well as position criteria, including the amount of direction received and experience required to move from one grade to the next, must be developed. Job descriptions should be written by the manager/supervisor or department head. Job descriptions are then reviewed by Compensation and Organizational Services. See the Evaluating Positions policy (40.011) for more information.
- Specific time frames for promotion (or lateral) moves must be established in advance.
Guidelines for Employee Movement within Career Paths
- For an employee to move to a higher-level position within the career path there must be a departmental need.
- Career paths are subject to budgetary constraints.
- An incumbent can move to a new level in the career path automatically until reaching the point in the path where a vacancy must exist to move. The vacant position must be posted as appropriate.
- Satisfying a minimum time-in-grade requirement does not justify advancement in a career path. Instead, it moves the employee into a period of eligibility during which the supervisor will evaluate the employee's skills and job performance in light of the criteria for advancement.
- Salaries will be determined in accordance with the Determining Salaries for Newly Hired or Promoted Positions policy (40.021).