/Institutions/University-of-Dubai/json/2024-2025/Shared-Content-local.json

/Institutions/University-of-Dubai/json/2024-2025/Shared-Content.json

Shared Content > Policies > 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.

To be eligible for promotion to a vacant job role, employees must participate in the selection process designated for that position, irrespective of any prior recognition of their readiness for promotion or recommendations made by their line manager.

We place a significant emphasis on ensuring fair treatment for our administrative employees and maintaining an open opportunity structure. As such, when a promotion opportunity arises, it is crucial that the vacancy details are internally publicized, allowing interested individuals to submit applications. To be considered for promotion, existing administrative employees must meet the following criteria:

• Demonstrate a strong work record.

• Have received a satisfactory or higher appraisal (with a rating of at least 4 or 5, for promotions within the same job function).

• Have no recent or ongoing serious disciplinary actions within the last 12 months.

• Maintain a good attendance record.

• No punctuality issues.

Candidates under consideration for promotion should possess credibility within the workforce, ensuring that administrative employees understand promotions are granted based on merit and efficiency.

We acknowledge that some candidates may apply despite not meeting the job requirements. In such cases, candidates who clearly do not meet the requirements may be rejected without an interview, while those with unclear suitability should be granted an interview for evaluation.

In the event that an administrative employee is not selected for promotion at any stage, this process should be handled with care to prevent demotivation and to ensure a clear understanding of the reason for the rejection.

Upon promotion, the existing and new line managers should collaborate to determine the effective date of the promotion. This allows for a smooth transition of ongoing work and the sourcing of a replacement. In cases where agreement cannot be reached, the President along with HRD will decide the time frames.

Similar to new administrative employees, line managers and HRD must develop an induction and training program for promoted individuals to equip them with the necessary skills and knowledge to carry out their job responsibilities.

While internal promotions are often quicker and more cost-effective than external hires, it is essential to prevent their misuse as an easy option. To uphold the significance of promotions, all promotions will require approval from the President.