The University of Wisconsin Oshkosh
Policy # [####]
Career Progression for Professional Academic Staff (ACS 9.2 and ACS 9.3-4)
Original Issuance Date: MMMM DD, YYYY
Last Revision Date: MMMM DD, YYYY
Next Review Date: MMMM DD, YYYY
2. RESPONSIBLE OFFICER
6. POLICY STATEMENT
ACS 9.2. Professional/Administrative Academic Staff.
Career progression may occur through advancement to a higher level within one’s current title series reflecting progressively greater required experience, professional expertise and knowledge applied to duties of greater scope and/or complexity. Additionally, career progression may occur through placement in a different title series due to (1) more extensive responsibilities; (2) greater levels of supervisory budgeting and decision-making control and impact; or (3) a lateral move to enhance career advancement opportunities. Career progression must be applied for through the Academic Staff Title Change Request procedure described in Chapter 10.
Career progression within a title series varies for each series as follows.
(1) Professional Titles Series. The three prefix levels reflect successively greater experience, expertise and applied ability in a particular specialty area. As described below, these three prefix levels constitute a “natural career progression” track through which professional academic staff might be expected to progress in the area of specialty.
(a) Associate. At this level, a professional is expected to perform at the entry level of proficiency. This includes performing all or any of the basic duties and functions as defined for the specialty or by the level of certification or licensure.
(b) No Prefix. An individual at this level performs those duties and responsibilities expected of a fully competent professional. Typically, such duties and responsibilities require knowledge and skills gained only through considerable experience. A fully competent professional works independently in applying the approaches, methods and techniques of his or her profession and is active in developing or assisting in the development of new approaches to resolving problems. An employee shall be eligible for promotion from an “associate” to a “no prefix” title upon completion of at least two years experience in the position with satisfactory performance evaluations each year.
(c) Senior. A professional at the Senior level performs program functions at a level of proficiency typically requiring extensive experience and advanced knowledge and skills. At this level, the professional has a consistent record of exemplary performance. A Senior professional is expected to develop new approaches, methods or techniques to resolve problems with little or no expert guidance and to cope independently with new, unexpected or complex situations. At this level, a professional can be expected to guide or train other professionals or to oversee their work. An employee shall be eligible for consideration for promotion from a “no prefix” title to a “senior” designation upon completion of six years experience in the position at the “no prefix” level with a record of performance justifying promotion to the senior title.
(2) Program Manager Series. The three levels, listed below, reflect differences in experience and knowledge gained by a Program Manager as a program grows and develops, differences in the complexity of a program, and differences in the degree of supervision that may be required to manage programs of different sizes and complexity.
(a) Program Manager I. This level applies to a Program Manager who is managing a small program which may require the supervision of up to two persons. In general, the duties of the Program Manager I are well defined and not readily expanding. Ongoing maintenance of a level of service or product delivery rather than program development and growth is the primary objective of the incumbent.
(b) Program Manager II. This level applies to a Program manager who is managing a medium-sized program. In general the duties are less well defined and maybe expanding.
(c) Program Manager III. This level applies to a Program Manager who has the knowledge and experience to manage a large, complex program or several smaller programs. At this level, program management may entail supervision of as many as five or more staff as well as significant budgetary control responsibilities. A program undergoing rapid growth or expansion may require a Program Manager III to handle that growth in a planned manner.
(3) Director Series. The three prefix levels, noted below, reflect the scope of the position as well as the hierarchical organization structure of units and institutions in which their functions are performed. These levels of Administration are defined for the institutions in the UW System and are determined by the nature of the work performed.
(a) Assistant Director. An Assistant Director manages a subunit of a major department and reports to a Director or Associate Director. At the Assistant level, a Director supervises three or more staff members (excluding the program assistant or secretary personnel assigned to work closely with the Assistant Director), develops and recommends an annual unit budget and develops or assists in developing and recommending policy to the director. An Assistant director is responsible for the day-to-day administrative management and policy implementation activities of an administrative unit. The role of an Assistant Director is primarily supervisory and managerial as contrasted with a Program Manager whose primary responsibility is direct service delivery and whose job is largely non-supervisory.
(b) Associate Director. An Associate Director is defined as a deputy director who assists in directing the administrative and policy development and implementation endeavors of a major administrative unit under the general supervision of the Director. An Associate Director acts on behalf of a Director on an on-going basis as well as in the Director’s absence. There is typically no more than one Associate Director per unit. An Associate Director title is typically defined in units of sufficient size and scope of responsibility such that secondary decision making must be shared with or allocated to an Associate Director.
(c) No Prefix Director. A Director with no prefix directs all the administrative, policy development and implementation endeavors of a major administrative unit.
ACS 9.3. Salary Adjustment.
When an employee is promoted within the same title series or advanced to a position of greater responsibility in a different title series, a salary increase shall occur. The salary increase shall be no less than the greater of: (1) the minimum of the salary range for the new title, or (2) five percent (5%) greater than the current salary.
ACS 9.4. Procedures for Promotion.
An employee who has met the eligibility criteria for a promotion may request a promotion by following the established procedures for requesting a change in academic staff title (see Chapter 10).
9. REVISION HISTORY