In-Range Career Ladders

In cases where a vertical Career Ladder is unavailable to an employee, it may be possible to establish an "In-Range" Career Ladder program. The intent of this program is specifically to provide opportunities for professional development and associated salary advancement to valued employees who are willing and able to take on expanded work responsibilities but who, for various reasons, are blocked from participating in a vertical Career Ladder program.

In-Range Career Ladders do not count against the total number of "vertical" Career Ladders available to an employee. However, it is expected that there will be no more than one In-Range Career Ladder granted to an employee in a given position.

Eligibility for In-Range Career Ladders

Regular staff employees may participate in the program, provided that the following criteria are met:

• The business need for the assumption of higher duties has been established by management and confirmed in writing by the appropriate Dean, Director, or Chair.
• The assumption of higher duties have been formally agreed to in writing by both the employee and the manager, and countersigned by the Dean, Director, or Chair.
• The duties to be assumed by the employee are not being taken away from other employees in the unit.
• The proposed duties have been clearly established as being beyond the scope of the current position, as determined by the Division of Human Resources.
• The proposed duties will comprise at least 20%, but no more than 40-45% of the total FTE of the position.
• The employee is past probation, has received a "Meets Expectations" or higher rating on his/her last performance evaluation, and is free from current disciplinary action.

In-Range Career Ladder Process and Forms

The manager and the employee enter into a formal Career Ladder agreement by completing and signing a series of documents. Copies of the signed Career Ladder and related documents must be submitted to HR for approval both prior to commencement of the Career Ladder process and upon completion of the process.

See the Staff Career Ladders Introduction for more detailed information and access to Career Ladder forms and procedures.

Pay Increases upon Completion of In-Range Career Ladders

The typical increase for an In-Range Career Ladder is expected to range between 3-7%. In exceptional cases a higher increase may be proposed, to a maximum of 10%, depending on the nature of the expanded duties assumed. In each case the proposed increase will be reviewed by HR/Compensation and will be subject to budget and internal equity approval by the Principal Executive of the operating unit.

If an employee receives a Career Ladder pay increase between April 1 and June 30, that employee remains eligible for an annual pay increase, when allocated by the Regents, through the Mass Salary Update (MSU).