Retention and Promotion of Staff

Stop With These "Lateral" Moves

I was "promoted" to a different department. When I was first approached about the position and an interview was schedule, I was told the position was a higher pay than what I made previously. But when I was hired I was told because I worked within the university the position would be considered a lateral move and I would not qualify for more money. I took the position because I was unhappy at the other position, but now I do twice as much work for the exact same pay; while in the back of my mind I know for a FACT that if I was an outside hire I would've gotten what was promised in the beginning of the process. You can't keep or promote your staff if you're not going to pay them what they're worth or pay them for the job they do. This really needs to change. Unfortunately, I'm not the only person within the university that's had to deal with this. In fact, many people in my department have encountered this same issue.


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  1. Comment
    Community Member

    I've had to turn down positions because of this reason and know several people who have dealt with this issue. The university provides no incentive for their staff to improve - the mentality is that they just need a warm body to complete the menial tasks.

  2. Comment
    Josh Morrison

    I'd add two points to this:

    1. A career ladder that is recognized by the campus/university would help in this situation. One should be instituted where practicable in all job families.

    2. This problem did not exist when we had 16 levels of staff positions. One hired at a PA10 could move to PA11 and expect a pay increase to recognize the difference. Now that what seems to be the former PA10, PA11 and PA12 categories are all in the PA3 area, these lateral transfers even if differing responsibility do not support high morale or incentivize staff to take on additional responsibilities, education, or extramural service that would make one more competitive for another position.

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