SALARY AND POSITION CLASSIFICATIONS:

All classified positions at the University have been established after careful study to determine the responsibility, the complexity of work, and the skills and knowledge required to perform the tasks.  Positions with similar duties and requirements are assigned to the same class and pay grade.  This is to provide equal pay for equal work. This salary plan contains 24 pay grades, and each pay grade contains a number of steps.  This salary plan is consistent throughout the University.  All positions are assigned to one of the 24 pay grades.  The starting salary of a new employee is based on these pay grades and steps. Each year, the University conducts a pay plan study and review.  The adjustments reflect economic trends, availability of funds, etc.  The final authorization for any pay plan adjustments is usually effective at the beginning of the fiscal year.

PROBATIONARY PERIOD:

All newly appointed classified staff serve a six month probationary period.  During this time, the employee will receive on-the-job training and orientation to become familiar with their job expectations and with University policies and procedures.  During this time, the employee's supervisor will be observing the employee closely to determine their suitability for the position and ability to work harmoniously with fellow employees. It should be noted that while on initial probation, an employee may be dismissed at any time.

PERMANENT STATUS:

Upon successful completion of the probationary period as supported by a performance review, an employee will be granted permanent service status at the University.  As a permanent classified staff member, an employee is eligible for all benefits Permanent status implies certain rights and privileges which are not available while on probation.  

SALARY ADJUSTMENTS:

Upon successful completion of the initial probationary period, an employee becomes eligible for a salary increase.  Six months after the satisfactory completion of the probationary period, and annually thereafter, an employee will be eligible for salary increases.  The amount of salary adjustment is entirely dependent upon the time on a salary step and having a satisfactory performance review within the last 12 months, and is also contingent upon legislative approval and the availability of funds.

PROMOTIONS AND TRANSFERS:

Qualified applicants with a performance review of "satisfactory" or above are eligible to be considered for promotion, transfer, or voluntary demotion. Application for promotions or transfers must be made with the Personnel Office prior to the deadline.  All qualified classified employees of the University are given consideration for a vacant position; however, the supervisor will select the person most qualified for the job. A promotion carries with it an increase in pay and a probationary period for a minimum of three (3) months but not more than six (6) months.  Any employee who does not receive at least a satisfactory rating at the end of the probationary period will be demoted back to a position in the same class held prior to the promotion, or another class with the same salary range, or a class in the next lower salary range. A transfer or voluntarily demotion from one position to another carries with it permanent status in the new position.  Salary will remain the same for a transfer, but may be decreased in the event of a voluntary demotion.

HOURS AND SCHEDULES:

Work schedules are assigned by the appropriate supervisors.  The normal work week at the University, as established by the President, is forty hours with the normal work hours being from 8:00 a.m. to 4:30 p.m. , including a 30 minute unpaid lunch period, Monday through Friday.  Exceptions to the normal work schedule may be made by department heads, subject to approval of the Appointing Authority.  Except in emergency situations, the supervisor will notify the affected employee at least three working days in advance of any change in the employees work schedule.

COMPENSATION:

University employees are paid on a bi-weekly basis.  The pay periods are two weeks (80 hours) and there are 26 pay periods per year.  Employees will receive their check or advice every other Friday.  If the Friday falls on an official holiday, the check or advice will be mailed the day before.  The check or advice is mailed to the employee's home or post office box.  Employees may sign up for electronic funds transfer (EFT) of their paychecks to any financial institution.  This insures reliability of depositing.

OTHER UNIVERSITY BENEFITS:

Staff members and their families may enjoy other benefits directly related to employment at the University.  Such benefits include access to recreational facilities.  With the purchase of an approved pass, employees and their immediate family may use the pool, handball courts, and gymnasiums during open recreational hours on days identified for family use and may have access to the University tennis courts when not being used for University events.

RESIGNATIONS:

If an employee desires to resign from the University, the supervisor should be notified 30 days in advance of the expected resignation date (minimum time required is two weeks).  If an employee fails to give the two week minimum notice, a statement concerning such a failure may be inserted into the permanent record.  The statement indicates that the employee did not resign in good standing and therefore may not be eligible for reinstatement rights.

DISCIPLINARY ACTION:

In certain instances involving misconduct, work-rule violations, or unsatisfactory performance, disciplinary action may be required. The supervisor prepares a written report outlining causes for proposing a suspension, demotion, or dismissal.  This proposal is submitted through the Personnel Office to the Appointing Authority.  If the Appointing Authority deems that disciplinary action is appropriate, notification is sent to all concerned. The notice shall include a statement of reasons for the proposed action and an effective date.  The notice also includes a statement which gives the date, time, and place for the employee, if he/she so chooses, to reply in writing or appear in person, or both, before the Director of Employee Relations or his designee.  If conditions warrant, the Appointing Authority may relieve the employee of duty or change the duty assignment during this hearing stage. If, after this hearing, it is determined that disciplinary action is appropriate, the employee will receive a letter from the Appointing Authority.  At any time during this process, the University may reduce or withdraw the proposed disciplinary action if conditions so warrant.

Some behaviors or conduct that may result in disciplinary measures being taken are:

• Gross misconduct or conduct unbecoming of a State officer or employee.
• Refusal to accept a reasonable and proper assignment from an authorized supervisor (insubordination).
•  3. Failure to maintain satisfactory and harmonious relationships with students, faculty, the public, and/or fellow workers.
• Willful abuse or misappropriation of state funds, materials, property, or equipment.
• Participation in any action that would in any way seriously disrupt or disturb the normal operation of the University.
•  6. Being under the influence of, being in the possession of, or using alcohol or unauthorized drugs on University time.
• Inefficiency or incompetence in the performance of duties.
• Unauthorized or unexcused tardiness or absence from work.
• Exhibition of any other personal conduct detrimental to state service which could cause undue disruption of work or endanger the safety of persons or property of others as determined by the University.

Personal appearance and conduct :
As a representative of the University, personal appearance and professional conduct are very important.  High standards of cleanliness and conduct build student confidence in the ability of University personnel to serve and educate them.

Tobacco use :
Tobacco use is prohibited in all University buildings.

Attendence :
The University is committed to providing quality instructional services.  Therefore, each employee should readily understand why dependability is expected from all employees.  Failure to report for work without notifying the supervisor in advance makes the entire work unit suffer. If an employee is unable to report to work for any reason, the supervisor must be notified as soon as possible.  This enables the supervisor to reassign work. Daily calls for notification of absence are expected if the illness is of short duration, unless the supervisor has an understanding that the absence will be for a specific time. Failure to notify the supervisor of an absence may be considered grounds for disciplinary action.

Address and name changes :
Up-to-date records are important.  It is an employee's responsibility to advise the Personnel Office of any changes in name, address, or telephone number. The University, on occasion, must communicate with employees through the mail, i.e., W-2 forms, etc., therefore, an up-to-date mailing list must be maintained.  This is made even more important if an employee should leave employment with the University, particularly if the last check is to be mailed.  Please help the Personnel Office by keeping this data current.

University awards program:
The University has an awards ceremony to honor employees of the University for length of service and outstanding achievements. The ceremony is held annually.  Employees are recognized as they achieve 10, 20, 30, and 40 year milestones for their combined service to the University

Staff taking university courses:
The University encourages continual professional and personal growth of its employees. Regular, full-time employees of the University may enroll in University courses with the expressed consent of the immediate and departmental supervisors.  Class work must be arranged so that a full work week can be completed.  Employees are limited to 5 credit hours (during scheduled work time) per semester and must make up the work time lost in class.

Care and use of University -Owned property:
It is a violation of State and University policy to use state-owned property either off or on campus for personal reasons.  If in the course of assigned duties, an employee is required to remove University property from campus, such removal must be approved in advance by the supervisor.  Violations of this policy may cause disciplinary action. Employees are furnished the equipment necessary to perform their duties properly.  This equipment must be maintained in good working condition.

Report malfunctioning equipment and breakage or loss to the supervisor immediately so that repair or replacement can be arranged with minimal delay.  Normal wear and tear is expected and routine maintenance is provided by the University.  However, employees are expected to assume responsibility for breakage or loss due to carelessness or negligence.

Settling problems and grievance procedures:
There may be times when job-related problems arise that directly affect an employee.  It is in the best interest of both the University and the employee that these matters be communicated to management and resolved in an efficient and timely manner.  A Classified Employee Grievance Procedure provides for a timely review and for adjustment of the grievance at the lowest possible organizational level. 

Equal oppertunity /affirmative action / accessibility:
The University does not discriminate on the basis of gender, race, religion, national origin, age, disability, and/or veteran status in its programs and activities.  The University will ensure that no qualified person with a disability is denied the benefits of, excluded from participation in, or otherwise subjected to discrimination because of inaccessibility of education programs and activities operated by the university.  The University is committed to an environment in which students, faculty, administrators, and academic staff (both classified and unclassified) can work together in an atmosphere free from all forms of harassment, exploitation, or intimidation.

Staff resources offices:
Several offices at the University are assigned functions pertaining to employment at the University.  When an employee has job related questions or problems which cannot be resolved within the assigned area, these offices will provide direct information and assistance.  Employees may seek this assistance by contacting any of the offices during normal working hours.

Personnel - payroll office:
This office is responsible for recruiting, interviewing, placement and evaluation of classified staff members.  The office handles day-to-day personnel situations, questions, and policy interpretation of University Administrative Regulations.  Responsibility for position classification, organizational studies and staffing patterns are functions of the Personnel Office.  This office is responsible for all faculty/staff personnel transactions and benefit administration.  The office performs the payroll function for all staff and faculty members of the University.  Questions regarding the actual computation of paychecks are directed here.  The office distributes annual earnings statements and should be notified of any changes in permanent address.  Questions regarding tax deferred programs are directed here.  Employees planning to retire should contact this office for counseling and preparation.

Office of employee relations :
Quality of the employment relationship between the University and its staff is the responsibility of this office.  It investigates and monitors conditions of employment and recommends employment policies and practices to the University Administration.  Assistance is given to staff seeking formal appeal and resolution of job related problems and grievances.  Supervisory training and developing and administering staff development and training programs is done as a joint effort with the Personnel Office.

Buisness office :
The Vice President for Administration and Finance is the Appointing Authority for University classified staff.  All personnel related actions, (i.e., promotions, dismissals, transfers, appeals, etc.), are finalized by the Vice President or his designee.  All such actions will proceed through proper channels before they reach this office.

Affirmative Action office :
This office is responsible for assisting the University in formulating policies and designing programs and practices which will produce equity in faculty and staff composition relative to race, sex, religion, disability, and veteran's status.  The services of this office include the prevention of future employment discrimination as well as correction, if any, of past discriminations.  This office monitors University employment practices and files State and Federal reports.  Formal and informal complaints relative to race, sex, religion, physical disability, veteran's status, and sexual harassment may be filed with this office.

Approved April 27, 2005