a prima facie case for failure to promote under Title VII, she must produce evidence showing that: (1) she was a member of a protected class; (2) she was qualified for the position sought; (3) she was rejected for the position; and (4) the employer promoted someone outside of the protected group who was not better qualified for the position that she sought. Garofalo v. Vill. of Hazel Crest, 754 F.3d 428, 439 (7th Cir.2014). In this case, Appellant has not demonstrated multiple elements of a prima facie case for Title VII failure to promote. Primarily, she has not shown that the FAA rejected her from the position of Program Analyst because she never applied for the position. See Johnson v. Gen. Bd. of Pension & Health Benefits of United Methodist Church, 733 F.3d 722, 728 (7th Cir.2013) (<HOLDING>). She instead provides her emails and letters
holding that the governments position must have a reasonable basis in both law and fact citations omitted holding that because plaintiff did not apply for a job he could not be rejected in a title vii case holding that ambiguity regarding why plaintiff was reassigned to new position from which she was eventually terminated did not standing alone preclude summary judgment on plaintiffs title vii claim holding that failure to promote claim requires that plaintiff apply for  the position sought and granting summary judgment on title vii failure to promote claim where plaintiff did not apply for higher position quotation marks and citations omitted holding the plaintiff failed to make a prima facie case that the defendants failure to promote him was discriminatory where the plaintiff failed to that show he was qualified for the relevant position