Reference:   University of Tennessee Human Resources Policy 140, Subject: "Promotions, Demotions, Lateral and Internal Transfers".

Procedure:

UTSI human resources procedures are designed to encourage promotion from within whenever possible, assuming there are qualified employees available for promotion to a particular higher level position.

Staff non-exempt employees may be considered for promotion or transfer after having completed a minimum of six months in present position and upon attaining a satisfactory performance evaluation. Staff non-exempt employees with less than six months employment in a position may apply for promotion or transfer only if the promotion or transfer is to a position within the same division.

Staff non-exempt and staff exempt employees interested in pursuing a transfer or promotion must submit two items to the UTSI Human Resources Office:

1. An informal memorandum to the Human Resources Director asking to be declared a candidate for the particular position, and
2. A current, complete standard employment application (along with the Affirmative Action Invitation, which is optional but desirable. These blanks are provided to the employee by the Human Resources Office upon request.)

Employees interested in transfer or promotion must meet the minimum requirements of the position in question in order to be eligible for referral. Upon determination by the UTSI Human Resources Office that an employee who has requested transfer or promotion is eligible and qualified for a vacant position and if the supervisor sustaining the vacancy wishes to interview that particular individual, the Human Resources Office will coordinate arrangements as to date and time so that the two parties may meet for interview. IF THE TRANSFER OR PROMOTION INVOLVES A MOVE TO ANOTHER DIVISION OR TO ANOTHER PAYROLL ACCOUNT, THE EMPLOYEE MUST NOTIFY THE CURRENT SUPERVISOR OF HIS/HER INTENTIONS TO SEEK TRANSFER OR PROMOTION BEFORE AN INTERVIEW IS ACCOMPLISHED.

The UTSI Human Resources Office will make appropriate referrals to other units of the University of Tennessee system at the employee's request when the employee contemplates relocating to an area close to another UT unit.

Transfer and promotion are an integral part of the Institute's affirmative action program, and it is important that these actions be accomplished equitably among females, minority groups, the handicapped, and Vietnam-era Veterans. The pattern of transfers and promotions should be such as to further these important goals of affirmative action.