Movements into higher-level positions are defined in the SET initiative as “promotions”. Upon promotion, employees will be placed no lower than the minimum of the assigned grade for their new position. These new salaries will then be evaluated against existing internal peers to ensure that no compensation inequality between similar positions and similarly-situated peers exist upon salary placement. In instances where an imbalance is introduced, the individual moving into the new role will have a salary review for potential adjustment. Factors taken into consideration when evaluating a salary for adjustment can include: years of service, performance, experience, peer salaries, location and credentials.