Academic Advisor Career Progression

To be eligible for progression consideration, an advisor must meet the following requirements:

• Have served in their current level for at least 12 months without receiving a pay increase (independent of university-wide increases such as merit or cost of living adjustments)
• Hold a “Consistently Delivers” or higher performance rating on their most recent evaluation.
• Not be on a Performance Improvement Plan (PIP) at the time of application.
• Have a documented business need for the progression and available unit funding to support the salary adjustment.

The progression process is a collaborative effort between the employee and their supervisor.

Requests may be initiated by either party and require review and approval by the following stakeholders:

• Department Head
• HR Liaison
• Dean or Vice President
• University Human Resources (UHR)

A complete Career Progression Request must include:

• The Career Progression Request Form
• A current resume
• The most recent performance evaluation
• Student feedback

The Academic Advisor Career Progression process will occur twice annually, with application windows in the spring and fall semesters.

Approved progressions will take effect in January and July respectively.

Successful progression to a higher level will result in a salary increase aligned with the pay range of the new level. Salary increases are subject to:

• Available unit funding
• Salary band maximums
• Equity considerations

Typical increases may be up to 10% of the advisor’s current base salary.

The Academic Advisor Career Progression Framework does not apply to:

• Salary adjustments related to compression, market concerns, or retention
• Employees moving between different job families or tracks (e.g., professional to executive)
• Staff in the Executive/Administrator track or ungraded staff classifications