Introduction and Table of Contents

Under its equal employment opportunity and affirmative action commitment, and under its responsibilities to its employees and to the State of New York, SUNY Poly recognizes both the need for internal career development program for its employees and the need to provide equal opportunity for all persons to obtain employment. As a means of balancing these competing needs, the college will give initial consideration in promotion for all its permanent employees to vacancies in the Professional Service Negotiating Unit at the SL-1, 2 and 3 levels, with exceptions noted herein. The requirements for a full and open affirmative action search will continue for all vacancies at the SL-1 through SL-3 levels, except where waived consistent with the Affirmative Action Plan or this internal promotion procedure. The promotional opportunities provided by this plan will be consistent with employee development, qualification, and job performance. Guidance and criteria for professional employee consideration are provided for by the Policies of the Board of Trustees, Article XII, Title C, "Evaluation and Promotion of Professional Employees." This promotional opportunity plan also supports the affirmative action requirements to provide upward mobility for women, minorities, disabled and Vietnam Era Veterans. The following list represents the sub-sections contained within this document:

Employee Eligibility

Employees of SUNY Poly with at least one (1) year of service on the basis of a term or permanent appointment (as defined by the Policies and/or Civil Service Law) are eligible to apply for promotion opportunities under this plan. Employees serving on a temporary or part-time appointment are not eligible for consideration under this internal promotion procedure.

Procedure

SUNY Poly has established the following procedure providing initial consideration to employees for promotional opportunities. The procedure is applicable to vacancies at the SL-1, 2, and 3 levels. At the discretion of the appointing authority, management/confidential positions may also be filled under this procedure.

When the requirements contained in Article 35 of the Agreement between the State of New York and 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 Human Resources Office, the existing vacancy will be announced to campus employees, inviting their applications for consideration in filling the vacancy. The announcement will provide seven workdays for receipt of application from campus employees.

An eligible employee wishing to be considered for an announced vacancy must file an application with the Human Resources Office within the seven-workdays application period. A letter of transmittal/application and a resume are considered the minimum application. Late applications or those from employees not eligible will be returned to the applicant(s) by the Human Resources Office.

The Human Resources Office will examine the resume(s) submitted by the applicant(s) to determine whether the employee(s) meets the basic qualifications. The resume(s) of employee(s) meeting the basic qualifications will be forwarded to the initial recommending official for initial consideration.

The timely applications received from eligible employees by the Human Resources Office will be forwarded to the appropriate initial recommending official (hiring unit official) for consideration. All eligible SUNY Poly employees who apply for a vacancy under this program and within the seven-workdays period will be given initial consideration before the vacant position is posted for off-campus recruitment. The initial recommending official will consider each application and notify the Human Resources Office as to his/her findings as noted below.

• Find the applicant(s) highly qualified for appointment and recommend appointment(s).
• Find the applicant(s) qualified to be considered for appointment and request off-campus recruitment. Employee(s) will again be considered along with off-campus applicants(s).
• Find the applicant(s) unqualified for appointment and request off-campus recruitment to fill the vacancy.
• Upon notice by the initial recommending official that no campus employee has applied or has been selected, the Human Resources Office will release the position for off-campus recruitment as required by existing employment procedures.

Updated: September 6, 2012