Faculty and Professional Staff Handbook
Performance-Based Promotions for Professional Staff
Article XVI (D) of the State-wide Agreement between the State of New Jersey and the Council of New Jersey State Colleges Locals, AFT, AFL-CIO provides as follows: Full-time professional staff employees who meet or exceed the criteria for performance-based promotion are eligible to be considered for such promotions, which consist of advancement to the next higher title in the employee’s title series. The next higher title for Program Assistants will be Professional Services Specialist IV. The criteria for performance-based promotion will be established by the College/University President and provided in written form for the understanding of all affected employees. An eligible full-time professional staff employee and/or the employee’s out-of-unit supervisor may submit written application setting forth justification for promotion to the College/University President or designee thereof. The College/University President shall determine whether a promotion shall be granted.
Performance-Based Promotion Program
As required by the above article, the President of the University after discussion with Local 1796 AFT hereby establishes the following criteria and in agreement with AFT Local 1796, provides the following procedures for implementation of the Performance-Based Promotion Program for full-time Professional Staff members of the AFT at William Paterson University.
I. Number of Opportunities
After consultation with the AFT, Local 1796, the President or his/her designee shall inform the Professional Staff Promotion Committee of the number of performance-based promotions available. This shall be announced to the University community by October 1st.
To be eligible for a Performance-Based Promotion, a Professional Staff Member must:
A Professional Staff member must present evidence/documentation in support of the following merit-based criteria:
A. That he/she exceed (be exceptional):
B. That he/she meet (be effective):
supports colleagues, and achieves a service-oriented approach to the work of the department/unit, division/college, or University, thus contributing to the University’s goal of student success,
IV. Application Procedures
An eligible full-time Professional Staff member and/or the employee’s non-bargaining-unit supervisor may submit an application on the required application checklist for Performance-Based Promotions for Professional Staff in accordance with the following procedures:
A. The applicant must develop a portfolio that includes:
B. The non-bargaining unit supervisor shall review and transmit the application with his/her recommendation to the appropriate Vice President in accordance with established deadlines.
C. The appropriate Vice President shall review and transmit the application with his/her Recommendation to the Professional Staff Promotion Committee in accordance with established deadlines.
D. All written material collected and placed in the files of the Professional Staff Promotion committee concerning the qualifications of an applicant seeking a performance-based promotion shall be made available to the candidate on request.
V. Professional Staff Promotion Committee
VI. Professional Staff Promotion Committee Review Procedures
Staff, the Professional Staff Promotion Committee shall complete its work and shall provide the Provost and Executive Vice President with a list of recommended individuals equal to the number of available performance-based promotional opportunities.
VII. Provost and Executive Vice President Review
VIII. Presidential Review
IX. Board of Trustees
A. The procedures shall be fairly and equitably applied to all applicants.
B. Applications shall be considered annually. Awarded performance-based promotions shall take effect beginning July 1, 2000 and each July 1 thereafter.
C. Promotions shall be to the next title in series, such as: Program Assistant to PSS IV, Assistant Director IV to Assistant Director III, or Administrative Assistant III to Administrative Assistant II, as prescribed in Article XVI, Section D of the Agreement.
D. In the first year of the program where only two performance appraisals may be available in the personnel file, these will meet the requirements for IV.A.3 herein.
E. The parties agree to discuss and/or negotiate, where appropriate, issues limited to the waiting period required after receiving a reclassification concerning the performance based promotions in January 2001. In December 2000, either of the parties shall notify the other in writing, of its desire to commence such discussions and/or negotiations where appropriate at least 30 days prior to the start of such negotiations and/or discussions.
Thereafter, either party may request to reopen negotiations in May of each year during the agreement on any procedures related to the agreement. Either of the parties shall notify the other in writing, of its desire to commence negotiations, at least 30 days prior to the start of such negotiations.