Page 53 - Personnel Policy and Procedures Manual

recruitment. Pre-approved Career Ladders are developed by Human Resources Classification &
Compensation Administration unit while Individual Career Ladders are developed by managers within
departments with the approval of the Human Resources Director.

Section 400.005 - Pre-Approved Career Ladders

For a Pre-Approved Career Ladder, the distinguishing characteristics of the proposed higher level
classification must be analyzed, and the progression between the existing and the proposed classifications
must be approved in advance. Pre-approved progressions exist within particular Job Families and are
typically positions that have been set up in levels such as I, II, and III or “regular” and “senior”. A list of
the pre-approved career ladders is on the Classification & Compensation Administration and Management
link on the HR Website. Although a Career Ladder plan may be pre-approved, there are also eligibility
requirements pertaining to specific Pre-Approved Career Ladders, all of which must be met before the plan
is approved. These requirements are detailed on the Manager's Eligibility Checklist and the Pre-Approved
Career Ladder forms found at the end of this section.

Section 400.006 - Individual Career Ladders

For a Career Ladder move between positions that has not been pre-approved by HR, the employee’s
manager must analyze the progression and the distinguishing characteristics of both the current and
proposed higher classification and input them into a blank Individual Career Ladder form. This form is to
then be submitted to Human Resources for approval. In addition, the eligibility requirements listed on the
Manager's Eligibility Checklist must be met. The length of time needed to complete each plan depends on:

• The time it takes the employee to attain the qualifications, knowledge, skills and abilities required

by the higher level classification. All distinguishing characteristics must be attained before the
ladder can be completed.
• The time it takes for the employee to demonstrate effectiveness in the higher level classification.

• The time it takes the department to develop the need for the responsibilities of the higher level
classification. Generally, a Career Ladder can be expected to take at least six (6) months to complete.

Getting started

First, employees need to meet with their manager to discuss their interest in a Career Ladder.

Employee to Working with their Manager

• Employee is to discuss his or her plans and goals with their manager and should make a
recommendation regarding which Career Ladder approached is appropriate for the employee and
the department. There must be an organizational need for the duties of the higher level classification.
Additional Career Ladder planning can be obtained by consulting "Eligibility Criteria for Career
Ladders Progression" chart, at the end of this section as well as the HR Website.

All Rights Reserved – As approved by the Commission on 05-07-2019 53 | P a g e