A. Career Ladder
1. Salt Lake City establishes career ladders to provide career development opportunities for employees.
2. A career ladder typically consists of entry, working/journey and senior levels.
3. Career ladder criteria is established by the hiring division, cannot be based on time in a position, and must be tied to the demonstration of attained knowledge, skills or abilities.
4. Departments wishing to develop career ladders will ensure that job descriptions include written criteria for advancement to the next level and that current position descriptions are provided to the human resources department.
5. Career ladders are subject to the approval of the human resources director or designee.
6. An employee advances along the career ladder by meeting the established career ladder advancement criteria including skills and performance.
a. Employees may only advance through the career ladder by satisfactorily demonstrating competence and meeting the advancement criteria established for advancement in the career ladder.
b. All advancements are subject to department director approval and may be denied or postponed based on employee performance, funding or other needs of the department.
B. Career Mobility Assignments
1. Career mobility assignments are designed to increase the skill set of the designated employee by a temporary assignment in another section, division, or department of the city.
2. Departments interested in creating a career mobility assignment will immediately contact the human resources department before any negotiations.
3. Departments must complete a career mobility agreement form for approval by the human resources director.
4. Career mobility assignments will include specific information related to the assignment and will not exceed one year.
5. The assignments may be full-time or part-time.
6. Career mobility assignments are offered at the discretion of management within the department.
7. Objective criteria must be applied when selecting a candidate for an assignment.
8. Career mobility assignments are voluntary. If an employee voluntarily accepts a full-time assignment into a non-represented position, the employee will not be eligible for any of the rights provided in a collective bargaining agreement during the assigned career mobility period.
9. An employee’s rate of pay will be the same or greater than their original position and will be adjusted with any normal increases the employee would have received. The employee’s years of service will not be interrupted by a career mobility assignment.
C. Promotion
1. Full-time employees may be promoted into higher grade positions for which they meet the minimum qualifications without a competitive process. Promotions into positions covered by Civil Service or an MOU must comply with Civil Service regulations or the MOU as applicable.
2. Promotions without a competitive process must be approved by the department director and by human resources.
3. A merit employee who has been promoted must have their pay adjusted to at least the new pay range minimum.
4. New employees still on probation are not eligible for promotion without going through a competitive process.