/Institutions/University-of-Dubai/json/2024-2025/Policy-and-Procedure-Manual-local.json

/Institutions/University-of-Dubai/json/2024-2025/Policy-and-Procedure-Manual.json

Policy and Procedure Manual 2024-25 > Faculty and Professional Staff > Staff Promotion Policy

Staff Promotion Policy

Policy

The University of Dubai is an equal opportunity employer. It endeavors to promote diversity of its staff members through equal treatment in terms of race, religion, nationality, and gender. Furthermore, the University of Dubai strives to provide fair promotion opportunities to its staff members.

This policy ensures that career advancement within the company is based on merit, performance, and demonstrated ability to handle increased responsibilities. It encourages employees to enhance their skills, take on greater challenges, and contribute to the company's success.

 

1.     Eligibility for Promotion

1. Employees must have completed a minimum of one (1) year in their current role to be eligible for promotion.

2. Employees must consistently meet or exceed performance expectations, achieving a minimum rating of “Meets Expectations” or higher in the last annual performance appraisal.

3. Promotions are subject to the availability of a suitable role within the organizational structure, aligned with the company's business needs.

4. Employees under disciplinary action or those on performance improvement plans are not eligible for promotion.

2. Criteria for Promotion

1. High-performance ratings over the minimum last one appraisal period is a prerequisite for promotion consideration.

2. Demonstrated leadership abilities and initiative in current and past roles, with evidence of the ability to manage increased responsibilities.

3. Acquisition of new skills and competencies relevant to the role for which the employee is being considered, as validated through training and on-the-job performance.

4. Positive feedback from peers, supervisors, and other stakeholders, indicating the employee’s ability to collaborate effectively and contribute to team success.

5. The employee must show alignment with company values and culture, maintaining a positive attitude and commitment to organizational goals.

6. Promotion-related salary increases can be up to 30% but should not exceed this percentage.

 

3.     Promotion Process

1. The promotion process will be initiated annually as part of the performance review and talent assessment cycle as per the university needs.

2. Managers will identify eligible candidates for promotion and submit their recommendations to HR, along with justifications based on performance appraisals, skill assessments, and business needs (restructure within the department).

3. HR, in consultation with department heads, will review the recommendations to ensure that all candidates meet the eligibility and criteria for promotion.

4. The recommended candidates shall be interviewed by the respective management team, in accordance with the recruitment policy, before finalizing the promotion process.

5. Business needs, availability of positions, and organizational priorities will be taken into consideration when finalizing promotions.

6. Final approval for promotions will be obtained from senior management, following the company’s governance process and Signatory Authority Matrix.

7. Employees will be notified of their promotion in writing, detailing the new role, responsibilities, and salary adjustment.

4. Promotion Guidelines

1. An employee may be promoted, provided a vacancy exists.

2. Promotion shall not be used as a tool to reward employees in the absence of vacancies within the Company.

3. Promotion priority shall be given to any predetermined successor who may have been specially trained to fill the position, and whose progress since nomination as potential successor has been to the required standard. This is subject to satisfactory reports from the Unit Head/Line Manager, previous Training and Development Programs, and from the HR Manager.

4. An internally selected employee who may not be fully competent to immediately be appointed on the approved grade must work satisfactorily in the full capacity of the higher position for a period ideally of not more than six (6) months before the permanent promotion is confirmed.

5. Where the employee has already been performing the tasks of the higher position (in an acting capacity) for at least three (3) months prior to the completion of the promotion process, the HR Manager and Line Manager need to assess if the competency of the employee and if ready at that time promote the individual or commence external recruitment. 

6. In all cases, employees being promoted to a new position must satisfactorily complete at least one (1) full year on the job before they qualify for another promotion. No employee shall be promoted more than once in a single year. Exception to this rule must be by the recommendation of the President and as per the Signatory Authority Matrix.

7. If two employees meet the selection criteria for job promotion, priority will be decided in the following order:

   • Employee with a higher performance score

   • Employee with more time in their current grade

   • Employee with the highest academic qualification in the same field

   • Employee with more experience in the field

8. In the event of multiple vacancies for the same position, the recruiting department shall select only one applicant (most qualified) from each department. However, multiple applicants from a department may be selected with the releasing department’s prior approval.

9. The following criteria shall form the basis of selection of the most qualified candidate:
   

 

            J. Selection shall not be based exclusively on employee's performance in his/her current role but shall be based on a holistic approach considering the criteria mentioned in the above table.