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Purpose
The MIS career ladder provides for long-term employment and job growth for technical professionals.
Application of The Policy
This policy applies to technical professionals within Management Information
Services. It does not apply to part-time employees, salaried staff or non-technical
professionals.
As technical professionals progress along these career ladders, they move from
simple technical tasks to more complex, from narrow program responsibility to wide
system responsibility, from support of a single office or group to support of several
departments or groups. Junior level members of these families assist and participate
in the daily efforts of MIS, while more senior level members take on more initiative
and responsibility by directing, overseeing, leading and facilitating the efforts of
MIS team members as well as user-group members.
In addition to increasing levels of supervisory and system responsibility, members of
these families also grow in terms of technical and business knowledge and expertise.
Its important to note that these career ladders only provide the framework for potential
career advancement. There are no guarantees or promises implied by this document. There
is no provision for "automatic" promotion based on tenure or performance. The document
does give MIS staff members "something to shoot for", a possible future, an outline for
potential career growth. It does not define promotion in terms of expected or promised
"steps".
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The MIS technical-track career ladder includes three job families; the Programmer/Analyst family, the Database
Administrator family and the Web Developer family.
Programmer/Analyst Family
The Programmer/Analyst family supports the core business computing systems by participating
in the needs analysis, specification, acquisition, design, development and maintenance of
application software and associated hardware. They report to the Associate Director or
Manager, MIS. The Programmer/Analyst family includes a progression of five steps from
entry level (Programmer/Analyst I) to the most senior level (Project Leader II). New
members to the Programmer/Analyst family will be hired into levels that are commensurate
with their experience and educational background. Incumbents can progress to higher levels
as their responsibilities, on-the-job experience and skill levels increase over time.
Database Administrator Family
The Database Administrator family supports the core business computing systems by
participating in the needs analysis, specification, acquisition, design, development
and maintenance of institutional databases. They report to the Associate Director or
Manager, MIS. The Data Administration family includes a progression of three steps from
entry level (Database Administrator I) to the most senior level (Supervisor, Data
Administration). Database Administrators will be hired into levels that are commensurate
with their experience and educational background. Incumbents can progress to higher
levels as their responsibilities, on-the-job experience and skill levels increase over
time.
Web Developer Family
The Web Developer family supports campus business processes by participating in the
needs analysis, specification, acquisition, design, development and maintenance of
Web-based information services. They report to the Associate Director or Manager, MIS.
The Web Developer family includes a progression of five steps from entry level (Web
Developer I) to the most senior level (Project Leader II). New members to the Web
Developer family will be hired into levels that are commensurate with their experience
and educational background. Incumbents can progress to higher levels as their
responsibilities, on-the-job experience and skill levels increase over time.
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Performance Review
All career ladder promotions will be considered in the context of the University's annual performance appraisal
program. All career ladder employees will be reviewed in accordance with University performance appraisal
guidelines. Comments relating to the individual's progress toward promotion may be made, at that time, on the
appraisal form.
Promotion Recommendations
Based on the results of a given evaluation a manager may recommend a career ladder employee for promotion.
Scope of responsibility, level of technical knowledge, level of responsibility and quality of job performance are
the most important factors to be considered for promotion. Quantity of work and demonstrated initiative will also
be factors.
Promotion Review
A committee including the manager, associate director and director will review annual appraisals and
recommendations to determine if promotion recommendations are justified. The recommendations of this committee
must receive further approval from the Vice President for Information Technologies and the Executive Vice
President.
Salary and Effective Date
- Upon promotion, the candidate will normally receive a promotional increment within the guidelines of the
institution. The amount of the promotional increment will be determined by the director with approval of the Vice
President of Information Technology and the Executive Vice President.
- Under normal circumstances, career track promotions will become effective on July 1.
Appeal
An employee who is not recommended for a career ladder promotion at the time of his/her
annual performance review may schedule a meeting with the Committee within fifteen days
to present additional material which he/she wishes the Committee to consider. The
Committee will make a final recommendation within ten days. Final recommendations of the
Committee will be forwarded for further approval to the Vice President for Information
Technologies and the Executive Vice President.
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