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Management and the UUP bargaining unit at SUNY Plattsburgh share the responsibility of supporting and retaining a strong, creative, and proactive workforce. The workforce of our College 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 SUNY Plattsburgh. 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.
"Internal" promotions to vacant positions are provided for in the Memorandum of Understanding Relating to a System of Promotion and Certain Salary Increases for Professional Employees, III.E.(1). Additionally, this document clarifies the process outlined in the earlier Plattsburgh State Plan for Internal Professional Promotion (August 16, 1988). For operational purposes and in addition to promotional opportunities, professional employees seeking lateral, non-promotional opportunities may also use this plan.
UUP and SUNY Plattsburgh management recognize that certain situations will justify professional promotions being made to vacant positions that bypass the process described below. For example, an assistant director or associate director may be the best person qualified to fill their department's vacated director position, and in those instances, posting the position will not be necessary. These determinations will be made by management after weighing: (1) fairness to the professional employee by allowing an appropriate promotional opportunity, (2) campus affirmative action considerations, and (3) the greater needs of the campus.
Furthermore, Article XII, Title C, section 6 of the SUNY Policies of the Board of Trustees authorizes the chief administrative officer (i.e., College President) to make personnel decisions:
"Notwithstanding anything contained herein the chief administrative officer of a college may promote or recommend for promotion directly to the Chancellor, or designee, any professional employee in the Professional Services Negotiating Unit at the chief administrative officer's college."
Nothing contained in this document shall serve to modify or lessen the rights and privileges assigned to campus management, United University Professions, or employees under the terms and conditions provided in the SUNY Policies of the Board of Trustees and the UUP/SUNY Agreement.
All UUP professional vacancies, including entry-level positions, will be covered by this plan.
At the discretion of the president, after consultation with the affirmative action officer, this process may also be used for some positions designated as management/confidential. However, this process will not be used when searching for the positions of Dean, Vice President, or Provost.
Specifically, it is the responsibility of the Human Resource Services (HRS) office to ensure that the provisions of the UUP/NYS Agreement are met regarding special consideration for retrenched University employees (Article 35).
April 24, 2009
Human Resource Services
Address: 101 Broad Street, Plattsburgh, NY 12901-2681
Campus Location: Kehoe 912
Phone: (518) 564-5062
Fax: (518) 564-5060
Monday - Friday 7:30 am - 4:30 pm