Academic Advisor and Specialist Promotion Process
Hello!
Please use this page to understand the promotion process, timeline, and to find useful resources.
Our Mission
To standardize a high-quality recruitment and retention program for Academic Advisors and Advising professionals to ensure high-quality academic advising instances and programs for students at GVSU.
- To recruit and retain quality talent
- To recognize and reward excellent professionals
- To develop a corps of experienced professionals
- To invest in resources that retain professionals
Our Assumptions
- A clear process is an equitable and inclusive practice
- Advisors and Specialists deserve development and mastery within their respective fields without needing to pursue higher-administrative roles
- Development should be equitably accessible regardless of each Center's individual funding
- Salaries should be standardized across Centers to create an advising community centered around equity and collaboration (decrease cross-center competition)
All salary and title brackets connote promotion opportunities within each AP line through the demonstration of measurable accumulated years of experience and acquired professional development as well as consistent commitment to university, college, and department mission, vision, values; to the 8 Core Competencies for all GVSU personnel; and to quality service and job performance as designated by each Center.
AP Academic Advisor Lines
|
Level |
Salary |
|---|---|
|
Academic Advisor (Advisor I) |
Starting salary, $50,000-$55,000 |
|
Senior Advisor (Advisor II) |
Salary increase, 2-4% |
|
Principal Advisor (Advisor III) |
Salary increase, 2-4% |
AP Specialist Lines
|
Level |
Salary |
|---|---|
|
Specialist (Specialist I) |
Starting salary, $50,000-$55,000 |
|
Advanced Specialist (Specialist II) |
Salary increase, 2-4% |
|
Senior Specialist (Specialist III) |
Salary increase, 2-4% |
Applies to All
Note: Promotions occur outside the process of merit pay review. Positions are awarded merit pay yearly based on professional review by supervisor (Merit pay ranges are set yearly by the institution). Any salary changes are subject to budget allowance, determined by the Dean or Appointing Officer, Provost, and Board of Trustees.
This promotion process includes pathways to promotion and/or mastery within position for the following AP lines:
Academic Advisors
Individuals responsible for supporting students in academic advising related activities such as degree planning, academic success, policy and procedure navigation, career planning, and campus community & resource connecting.
Specialists
Individuals responsible for supporting student success initiatives within the Academic Advising Center and/or greater advising community.
Not Administrators
Process does not outline career pathway specific to Administrators – individuals responsible for managing personnel, programs, logistics, and college/university relations for Academic Advising Center; however, those who advance within the Advisor and Specialist lines might aim to develop toward administrative lines.
Click each role below to learn about entry-level responsibilities and qualities.
Entry Level Criteria Include:
- Bachelor's degree required
- Demonstrated ability to uphold and/or develop the 8 Core Competencies for all GVSU employees
- Experience working in an academic advising, mentoring, academic coaching and/or teaching role within higher education
- Competent in applying academic advising and/or other student academic support knowledge and skills
- Willingness to establish a professional development agenda that will result in new knowledge, advising expertise, and best practice implementation
- The ability to relate effectively to a diverse university community (students, faculty, staff, alumni and parents), strong written and oral communication skills; appropriate computer and IT skills; demonstrated organizational skills, and ability to handle simultaneous projects.
Entry Level Criteria Include:
- Master's degree required
- Three or more years of professional experience working full-time in an academic advising position at Grand Valley with a demonstrated consistent–
- Ability to uphold and/or develop the 8 Core Competencies for all GVSU employees
- Ability to relate effectively to a diverse university community (students, faculty, staff, alumni and parents), strong written and oral communication skills; appropriate computer and IT skills; demonstrated organizational skills, and ability to handle simultaneous projects.
- Competence in applying academic advising and/or other student academic support knowledge and skills
- Maintain an active membership in LAAN or other related professional associations (e.g. serve on committee, collaborate on or propose program initiatives across centers)
- Successful completion of on-boarding curriculum.
- Demonstrate/Completed Workplace Professionalism: Develop professional skills (e.g. conflict resolution training, tools and systems training, communication skills straining, committee participation, change management training).
- Demonstrate/Completed Culture, Inclusivity, and Student Belonging: Develop skills related to working with students (e.g. student development theory training, DEI training, inclusive practices training, Trauma-informed approach to advising training, Accessibility training).
- Demonstrate/Completed Student Success Program/Project Development: Develop knowledge of academic advising theory and best practices (e.g. attend regional or national conference(s), present on research/experiences at regional or national conference(s), student development theory training, DEI training, inclusive practices training)
Entry Level Criteria Include:
- Master's Degree required
- 8 or more years of professional experience working full-time in an academic advising position at Grand Valley with a demonstrated consistent–
- Ability to uphold and/or develop the 8 Core Competencies for all GVSU employees
- Ability to relate effectively to a diverse university community (students, faculty, staff, alumni and parents), strong written and oral communication skills; appropriate computer and IT skills; demonstrated organizational skills, and ability to handle simultaneous projects.
- Competence in applying academic advising and/or other student academic support knowledge and skills
- Engage in leadership roles in LAAN or other related professional association, including conference presentations/publications
- Serve on departmental, college, and campus-wide committees in leadership roles
- Demonstrate ability to create, implement, coordinate and evaluate exemplary advising practices within an advising unit or academic department
- Developed a professional development portfolio and continued education plan, including opportunities such as doctoral studies or advanced degrees or certificate programs, development of expertise in targeted academic advising initiatives, in-depth knowledge of advising approaches and best practices, specializing in one or more of the following areas:
- Leadership skills
- Program Development/Assessment
- Academic Advising Practices and Theory
- Advising Special Populations
- Inclusive Advising Practices
- Technology and Advising
- Retention Programs and Initiatives
- Mentorship and Training
- Student Development
- DEI and Social Justice
- University Policy and Procedure
- Career Advising and Planning
- Curriculum Design and Faculty Collaboration
Entry Level Criteria Include:
- Bachelor's degree
- Demonstrated ability to uphold and/or develop the 8 Core Competencies for all GVSU employees
- Must be student-oriented and have a background in student instruction, mentoring, tutoring, assessment, and conflict resolution.
- Must have experience working with adult-learners and at-risk student populations.
- Teaching or program/event planning background preferred.
- Must be able to work in a fast-paced work environment and manage multiple tasks.
- Competent use and understanding of technology and data analysis skills.
Entry Level Criteria Include:
- Master's degree required
- Three or more years of professional experience working full-time in an advising specialist position at Grand Valley with a demonstrated consistent–
- Ability to uphold and/or develop the 8 Core Competencies for all GVSU employees
- Ability to support a diverse university community (students, faculty, staff, alumni and parents), strong written and oral communication skills; appropriate computer and IT skills, demonstrated organizational skills, and ability to handle simultaneous projects.
- Competence in applying student academic support knowledge and skills
- Maintain an active membership in LAAN or other related professional associations (e.g. serve on committee, collaborate on or propose program initiatives)
- Demonstrated ability to uphold and support existing student success initiatives within the context of academic advising (i.e. communication, mentorship, student academic support, advising special populations, etc.).
- Demonstrate/Completed Workplace Professionalism training: Develop professional skills (e.g. conflict resolution training, tools and systems training, communication skills straining, committee participation, change management training).
- Demonstrate/Completed Culture, Inclusivity, and Student Belonging Training: Develop skills related to working with students (e.g. student development theory training, DEI training, inclusive practices training, Trauma-informed approach to advising training, Accessibility training).
- Demonstrate/Completed Student Success Program/Project Development Training: Develop knowledge of academic advising theory and best practices (e.g. attend regional or national conference(s), present on research/experiences at regional or national conference(s), student development theory training, DEI training, inclusive practices training).
Entry Level Criteria Include:
- Master's Degree required
- 8 or more years of professional experience working full-time in a student success/retention II role or related position in higher education with a demonstrated consistent–
- Ability to uphold and/or develop the 8 Core Competencies for all GVSU employees
- Ability to relate effectively to a diverse university community (students, faculty, staff, alumni and parents), strong written and oral communication skills; appropriate computer and IT skills; demonstrated organizational skills, and ability to handle simultaneous projects.
- Competence in applying academic advising and/or other student academic support knowledge and skills
- Engage in leadership roles in LAAN or other related professional association, including conference presentations/publications
- Serve on departmental, college, and campus-wide committees in leadership roles
- Demonstrate ability to create, implement, coordinate and evaluate exemplary advising practices within an advising unit or academic department
- Developed a professional development portfolio and continued education plan, including opportunities such as doctoral studies or advanced degrees or certificate programs, development of expertise in targeted academic advising initiatives, in-depth knowledge of advising approaches and best practices, specializing in one or more of the following areas:
- Leadership skills
- Program Development/Assessment
- Academic Advising Practices and Theory
- Advising Special Populations
- Inclusive Advising Practices
- Technology and Advising
- Retention Programs and Initiatives
- Mentorship and Training
- Student Development
- DEI and Social Justice
- University Policy and Procedure
- Career Advising and Planning
- Curriculum Design and Faculty Collaboration
Applies to All
Note: Each level contains the following requirements – earned years of experience having been met prior to seeking promotion; earned and demonstrated ability to adhere to GVSU 8 Core Competencies and Job Responsibilities as evident in yearly review; earned knowledge of and demonstrated implementation of acquired skill/practice via professional development training, education, practice, or initiative. All promotions are denied if one of these three areas is incomplete or substandard at the time of seeking promotion.
Academic Advisors and Specialists must monitor their own progress toward next level promotion with the assistance of available forms and their direct supervisor.
The promotion process happens on a strict timeline, and all professionals seeking the next level must complete each step by the appropriate deadline.
Please review the following steps and responsibilities per professional role in regards to the Advisor and Specialist promotion process.
Step 1: Advisor or Specialist
Advisor or Specialist: the Academic Advisor or Specialist is responsible for accurately designing and describing their professional development plan and achievements. These achievements are logged individually and described effectively in all available application materials. This portfolio of materials is monitored by the direct supervisor along the way.
Advisor or Specialist is responsible for documenting/monitoring progress in:
- Earned required years of experience (must complete minimum years of required experience prior to seeking promotion)
- Accomplished required training and development
- Communicated progress and goals with direct supervisor
- Composed/Assembled application materials
- Eligibility Checklist
- Rationale Worksheet
- CV or Resume
- Any additional materials you need to demonstrate eligibility
- Completed and submitted promotion application by deadline
Application portfolio due to Supervisor: December 1st
Step 2: Supervisor
Supervisor: the assigned direct Supervisor is responsible for collaborating on the employee professional development plan design, for approving/denying the development instances, and for pushing the promotion proposal forward within their respective administrative lines toward the Dean of the College or Appointing Officer.
Deadline for submission to Dean: End of Fall Semester
Step 3: Dean of College or Appointing Officer
Dean of College or Appointing Officer: approves or denies instances of promotion; pushes for next step.
Deadline for submission to Provost: Late January
Step 4: Provost
Provost: ultimately approves or denies instances of promotion.
Deadline for submission to Human Resources: February 15th
Step 5: Human Resources
Human Resources: responsible for assessing promotion proposals against documented processes approved by the University; furthermore, responsible for offering objective insight when an employee calls for review due to a claim of unfair/biased process.
Deadline: Early March
Please use the following forms or websites to support you in your process.