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Internal Promotion Procedure for Professional UUP Employees

Statement of Purpose:
Management and the UUP bargaining unit at Binghamton University share the responsibility of supporting and retaining a strong, creative, and proactive workforce. The workforce of our University is the core element of future success and prosperity, and the parameters outlined in this document have been devised with the goal of acknowledging the value of the employees who devote their professional lives to Binghamton University. We believe that the concept of internal career development is an integral ingredient in employee morale and institutional success and we seek to provide existing employees with the opportunity of first consideration for eligible, vacant positions as they become available. We understand that building and maintaining an excellent workforce is in part achieved by providing equal opportunity to all persons in employment consideration and recognize the need to balance affirmative action commitments with the concept of internal promotion.

The promotional opportunities in this plan will be consistent with employee development, qualification and job performance. Guidance and criteria for professional employee consideration is provided by the Policies of the Board of Trustees , Article XII, Title C., consistent with Affirmative Action requirements to provide upward mobility for women, minorities, veterans, persons with disabilities and regardless of sexual orientation.


Eligibility
Professional employees in the unit represented by UUP with at least one (1) year of service on the basis of a term, permanent or temporary appointment (in the case of temporary, those who have come to their position as a result of an approved affirmative action process) are eligible to apply for promotional opportunities under this plan. "Professional employee" is defined by the Policies of the Board of Trustees , Article II, section 1 (1).

Employees represented by CSEA, Council 82, PEF, the Research Foundation and those designated as management/confidential classified, with a minimum of one year of service are also eligible to apply for consideration but will only be considered after eligible UUP professional employees have been considered.


Positions Covered in This Plan
All UUP professional vacancies, including entry level positions with the exception of the titles of college physician, director of physical education and research associate will be covered by this agreement.


Procedure
1. When the requirements of Article 35, Retrenchment of the Agreement between the State of New York and the United University Professions, Inc. have been met and a professional vacancy has not been filled by a retrenched employee and has been cleared by the Affirmative Action Office, the office of Personnel Services will post the position on the campus JOBS hotline, in INSIDE, on Dateline and PECL list and the Personnel homepage for ten working days. At the discretion of the person in charge of the search, external advertising may be done simultaneously with internal posting; however, internal applications must be viewed before external applicants are considered. The posting will include budget title, campus title, rank, salary, qualifications and the deadline for receipt of applications. The Personnel Services Office will remind employees via payroll stuffers about the JOBS hotline.

2. At the conclusion of the internal posting period, all applications will be reviewed by the Assistant Director of Personnel Services to determine if they meet the criteria for internal consideration. If the criteria is met, they will be divided into "tiers" for
appropriate consideration based on bargaining unit. Eligible UUP professional employees will be considered first and others considered in a second tier. The Personnel Services Office will communicate with those deemed ineligible, explaining why. Eligible candidates will then be forwarded for consideration and ultimately, one of three decisions will be rendered to all applicants; namely: (1) the person is interviewed and chosen for the job (2) the person is not qualified and not chosen for the job (3) the person is qualified but will be included as part of the larger candidate pool and considered further. The department conducting the search will communicate with eligible candidates regarding their status directly.

3. If the internal process has yielded no successful candidates for the position, external applicants will be interviewed as per affirmative action guidelines.