University
Classification and Compensation UPPS
No. 04.04.11
Issue No. 13
Review: June 1 E3Y
01. POLICY STATEMENTS
01.01 This
UPPS sets forth classification and compensation policies and procedures for all
university employees, including those paid from grant or contract funds. The
vice president for Finance and Support Services (VPFSS) must approve any
exceptions to this policy.
01.02 The compensation and classification policies
and procedures of this UPPS strive to provide flexibility to department heads.
However, all policy and procedure decisions are subject to normal
administrative review and approval, and must comply with applicable federal,
state, and university requirements.
01.03 At
least once every fiscal year, the chief diversity officer and director, Equity and Access will review the university’s
compensation criteria and application. The purpose for the review is to comply
with applicable federal law and regulations prohibiting discrimination.
02. DEFINITIONS
02.01 There
are five categories of employees at the university: faculty, administrative
officers/exempt, unclassified/exempt, classified/non-exempt and student.
a. Faculty
– those employees with a specified academic rank holding a teaching appointment
for a fixed term as determined by the president and approved by the Board of
Regents (Chapter V, Section 4). Faculty positions meet the federal Fair Labor
Standards Act (FLSA) definition, conditions, and requirements of a
"professional." Therefore, faculty positions are exempt from
overtime.
b. Administrative
Officers/Exempt – employees who meet the FLSA definition, conditions, and
requirements of either an executive, administrative, or professional employee
and who the university has designated as administrative officers as in the
guidelines issued by the Board of Regents (Chapter V, Section 1). These
employees serve without fixed terms. Administrative employees are eligible to
participate in the Optional Retirement Program (ORP). Administrative officers
at Texas State are the president, vice presidents, director of Athletics, and
academic deans. Administrative positions are exempt from overtime.
c. Unclassified/Exempt
staff – those employees who meet the FLSA definition, conditions, and
requirements of either an executive, administrative, or professional employee,
and who are appointed without fixed terms and serve at the pleasure of the
president. Certain unclassified/exempt employees are eligible to participate in
the Optional Retirement Program (ORP). Unclassified/Exempt employees manage or
participate in the management of a department or unit or perform a function
requiring specialized expertise or professional training. Unclassified
positions are exempt from overtime and do not have a pay range maximum.
d. Classified/Non-exempt
staff – those covered by FLSA overtime provisions and appointed without
fixed terms and serve at the pleasure of the president. Classified positions
have a pay range minimum and maximum.
e. Student
employees – hold positions reserved only for university students. All
student employees, except for selected graduate student employees, are
non-exempt and are subject to FLSA overtime provisions. Additional information
on student employees can be found in UPPS No. 07.07.03, Student Employment Procedures; UPPS No. 04.04.03, Staff Employment; UPPS No. 07.07.06 Salaried Graduate Assistant Employment
Procedures; and the University Pay Plan.
f. Reclassification
– a reclassification occurs following a job audit performed by Human Resources
that confirms a significant change in job duties and responsibilities
necessitating a new job title.
g. Pay grade – a pay grade represents the value of a job as
reflected in the corresponding pay range or Pay Plan minimum. Either market data or a relative value analysis of the position
determines the pay grade of each title.
h.
Guideline
Oriented Job Analysis (GOJA) – the booklet used to conduct job analyses and assign the appropriate
corresponding pay grade, job title and FLSA status (Exempt/Non-exempt).
02.02 There
are four types of employee appointments:
a. Regular
employees – employed for at least twenty hours per week for an indefinite
period, or for a definite period of 4.5 months or more excluding students
employed in positions that require student status as an employment condition.
Regular employees are benefits eligible.
b. Non-regular
employees – those non-student employees who do not meet the definition of a
regular employee. Non-student non-regular employees are not benefits eligible.
c. Student
employees – as defined in Section 02.01 e., except for selected graduate student employees as provided in UPPS No. 07.07.06, Salaried Graduate Assistant Employment
Procedures, are not benefits eligible.
d. Split
appointees – those appointed to both faculty and staff titles. Employees
must have a staff title classified as FLSA exempt. The percentage of time (i.
e., FTE) assigned to each appointment must indicate the workload in each
appointment. Benefits eligibility for split appointment employees depends on
whether they meet regular status requirements.
03. PROCEDURES
FOR CLASSIFYING AND RECLASSIFYING STAFF POSITIONS
03.01 General
The Human Resources Web site at: http://www.hr.txstate.edu/compensation.html lists the steps for classifying a new position or reclassifying an existing
position.
03.02 Classification
a. The
duties and level of the position determine the assignment of a classification
to a position. The university will not classify a position to fit an employee
or group of employees. Instead, the classification will reflect the actual
duties performed.
b. When
posting a position assigned a grant title, the university may use the
appropriate generic grant title. The department head must submit a GOJA to
Human Resources within thirty days of filling the position. Human Resources
will audit the position upon receipt of the GOJA to determine the proper grant
title and FLSA overtime status of the position. Human Resources may require
adjustments in title and salary based on the audit results.
03.03 New
Positions
Administrative channels must approve, and Human
Resources must audit, new position requests to determine proper classification
and pay grade. Department heads should
forward to Human Resources, through proper administrative channels, a position
requisition, GOJA, written justification for the recommended title and pay
grade, and an organization chart reflecting the new position's relationship to
the other positions in the department. Department heads must obtain
administrative approval and fund availability prior to the Human Resources
audit. Attached is a link to the job audit process: http://www.hr.txstate.edu/compensation.html.
03.04 Reclassifications
Administrative channels must approve, and Human
Resources must audit, reclassification requests. Reclassification requests
require the department head to forward to Human Resources, through proper
administrative channels, a position requisition, GOJA, written justification
for the reclassification and for the recommended title and pay grade, and an
organization chart reflecting the position's relationship to the other
positions in the department. Department heads must obtain administrative
approval and fund availability prior to the Human Resources audit.
When an audit results in a reclassified position,
the following determines the employee’s salary:
a. Reclassification
to a title in a higher pay grade – If the employee’s salary is below the Pay Plan minimum of the new title, the employee receives a reclassification
increase to the new minimum. If the employee‘s salary is equal to or greater
than the new minimum, no reclassification increase is required.
NOTE: Whenever an employee’s position is
reclassified to a title with a higher Pay Plan minimum, the department head is encouraged to grant a salary adjustment to
ensure that an employee receives a total increase of at least 15% over the
employee’s salary before reclassification under this section, an employee in a
classified/non-exempt position cannot receive a pay increase that would place
their salary above the Pay Plan maximum for the job title.
NOTE: After notifying the appropriate
department head, Human Resources will implement the reclassification results,
which become effective no earlier than the first day of the month following the
month in which Human Resources approves the audit. However, if the department
head wishes to grant a pay increase in conjunction with the reclassification,
beyond the Pay Plan minimum of the new title, he or she must
forward a PCR through administrative channels.
NOTE: See University Longevity Program (ULP) in
Section 04.04 below for information regarding ULP increases subsequent to
reclassification to a title in a higher pay grade.
b. Reclassification
to a title in the same pay grade – The employee’s new salary is at their
current rate of pay. Management may grant an additional pay increase by
separate PCR through administrative channels, if desired.
c. Reclassification
to a title in a lower pay grade – The employee’s salary does not change unless
the employee’s salary is above the maximum for the new grade. In such a case,
the employee’s salary is reduced to the new maximum. This only affects
classified positions. This section does not apply to unclassified positions
which do not have a pay range maximum.
04. PROCEDURES FOR GENERAL COMPENSATION
ADMINISTRATION
04.01 General
The Pay Plan establishes the titles and applicable pay grades for all faculty (except
per course faculty), staff, and student employees.
The factors that dictate faculty
compensation include discipline, rank, experience, and market conditions. The
university initially pegs faculty salaries for new hires to discipline-specific
national median salary points by rank using data obtained through the College and
University Personnel Association (CUPA) Faculty Salary Study. During the
position authorization process, these salaries are assigned to a position.
Negotiation for hiring salaries begins at these points and then varies based on
experience and market conditions.
Departments may only assign staff appointed on
grant or contract funds one of the specified grant titles in the Pay Plan. Faculty appointed on grant or contract funds may retain their normal
academic teaching title or assume one of the faculty exempt titles of grant
director, faculty or program faculty, as appropriate.
Except in extraordinary situations approved by
the president, a newly hired employee must wait a minimum of ninety days before
receiving a pay adjustment. This section does not affect salary adjustments
that result from a reclassification or promotion.
a. The director
of Human Resources prepares and administers the Pay Plan. The Pay Plan specifically identifies all university job
titles, job codes, and pay grades for each title.
The President’s Cabinet or the vice president
for Finance and Support Services must approve pay grades. Data from periodic salary
surveys, available funding, and internal pay relationships are the basis for
the grades.
The grades in the Pay Plan do not include emoluments such as meals, uniforms, or other similar forms
of compensation.
Pay grades for staff titles increase by a
percentage equal to any percentage-based state or university across the board
or general increases affecting all regular staff employees.
b. All
faculty, staff, and graduate student employees
with 9-month appointments may choose to receive their 9-month salary in twelve
monthly payments. If salary spread is elected, it will remain in effect every
year thereafter until either: 1) the employee signs an authorization to change
back to a 9-month pay basis to begin the next fiscal year, or 2) the employee
becomes ineligible. Employees who wish to elect 12-month salary spread or
change back to a 9-month pay basis must complete a Salary Spread Election Form in Human Resources.
c. Employee
compensation is limited to cash or, when eligible, overtime or compensatory
time off. Employees may not receive compensation in the form of computers,
trips, or other assets.
04.02 Compensation
a.
Base Annual Salary –
The university will pay each employee at an hourly or monthly rate consistent
with the pay grade assigned to the employee’s position title in the Pay Plan.
The rate for exempt (unclassified) employees
will be no lower than the minimum rate in the Pay Plan.
The rate for non-exempt (classified) employees
will be no lower than the minimum rate and no higher than the maximum rate in
the Pay Plan.
Salaried and hourly employees filling multiple
positions may have multiple pay rates but may not fill salaried and hourly
positions concurrently. An employee may not fill FLSA exempt and non-exempt
positions concurrently.
The president will determine salaries for
individuals appointed to administrative officer titles.
Administrative officers/exempt,
unclassified/exempt, and classified/non-exempt appointments are subject to
normal university promotion, transfer, and other applicable compensation and
classification policies.
b. Reclassification
Compensation – See Section 03.04.
c. Market
Adjustment – An incumbent employee receives a salary increase when labor market
rates result in a new pay grade minimum that exceeds the employee’s salary. In
such a case, the incumbent receives a market adjustment to the new pay grade
minimum.
d. Merit
Pay – A discretionary salary increase awarded
for meritorious performance. The president establishes the criteria for merit
increases. Eligibility for a merit salary
increase under this section requires university employment for the six months
immediately preceding the increase’s effective date and at least six months
must have elapsed since the employee’s last merit increase. However, the
requirement that a six-month time period elapse between merit increases may not
apply to a one-time merit payment if the president determines in writing that
the one-time merit payment relates to the employee’s performance during a
natural disaster or other extraordinary circumstance.
NOTE:
In addition, a score of at least a 301 on the most recent performance appraisal
is necessary to be considered for a merit increase. The administrative chain of
command determines which of the eligible employees receives a merit increase
and the amount.
NOTE: Unless approved by the president,
classified/non-exempt employees at or above their job title’s maximum pay rate
may not receive merit raises. These employees may, however, receive legislated
across-the-board general pay increases.
e. Performance
Increase – A performance increase is essentially a non-discretionary merit
award provided to qualified staff employees as determined by the president or the
state legislature. Qualifying standards for receipt of the increase are
established by the president or the legislature as appropriate.
f. Promotion
Compensation (Staff) – As distinguished from a merit increase, means a change
to a position title in a higher pay grade.
NOTE: Whenever an employee is promoted, the
department head is encouraged to ensure that the employee receives an increase
of at least 15% over the employee’s salary before the promotion. However, the
employee’s salary cannot exceed the Pay Plan maximum for the new position.
NOTE: Refer to Section 04.04, for information
regarding the University Longevity Program increases subsequent to promotions.
1) Promotion
to an Unposted Position or to a Position with No Posted Rate – The department
head may place the employee’s salary at any rate in the new pay grade.
2) Promotion
to a Posted Position – The department head may place the employee’s salary at
any rate from the minimum posted rate up to and including the pay grade maximum
rate.
NOTE: When an employee moves into a
higher-level job in an acting or other non-permanent capacity, the move is
considered a temporary assignment and not a promotion. Any additional pay for
the temporary assignment processed under the provisions of Section 04.02 m., is
at the divisional vice president’s discretion. Likewise, the determination of whether any
such temporary pay increase is permanent or temporary is at the discretion of
the divisional vice president within the provisions of this UPPS.
g. Promotion
Compensation (faculty) – The provost determines salaries for promoted faculty
members.
h. Transfer
Compensation (staff) – A transfer means a change to another position with the
same or lower pay grade minimum salary.
NOTE: A department may transfer an employee to
an equivalent position and/or title under the same account manager or within
the same account as necessary. However, a department may not, without the
employee's consent, transfer the employee to a lower position and title. Such
an action would represent a demotion as described in UPPS No. 04.04.40, Disciplining and Terminating Staff Employees.
Voluntary Transfer – An employee may request a
transfer to an equivalent or lower position and/or title under the same account
manager or within the same account. The PCR will show the granted transfer as a
voluntary transfer, not a demotion.
1) Transfer
to an Unposted Position – The employee’s salary is at their current rate of
pay. Management may grant an additional pay increase through administrative
channels, by separate PCR, if desired.
2) Posted
Position with No Posted Rate – The department head may place the employee’s
salary at any rate from the new pay grade minimum up to the pay grade maximum
rate. Additionally, there is a required ninety-calendar day waiting period
before a pay adjustment to an employee transferred to a title in the same pay
grade.
3) Transfer
to a Posted Position – If the transfer is to a posted position at the same pay
grade, or a lower pay grade, the department head must place the employee’s
salary at any rate within the posted range for the position. Additionally,
there is a required ninety-calendar day waiting period before an employee
receives a pay adjustment when transferring to a posted position.
i. Disciplinary Demotion – A salary decrease will
accompany a disciplinary demotion. However, the demotion may not lower the new
salary below the new title’s Pay Plan minimum. In addition, the employee may not receive any pay increases,
except for a ULP increase or general increase as mandated by the legislature or
university policy, for a period of at least three calendar months.
j. Transfer
Compensation (faculty) – The provost shall determine salaries for faculty
members who are transferred.
k. General
(Across-the-Board) or Performance Increase – The state or university may
mandate either or both of these increases for all eligible employees. The state
or university mandates eligibility requirements at the time it mandates the
increase.
l. Staff
Performance Award (bonus) – This is a discretionary award given by the
president or the President’s Cabinet. The President's Cabinet will establish
and distribute guidelines for the granting of any staff performance awards.
Guidelines will include specific performance criteria, maximum award limits,
and effective dates. Divisions may establish their own process of selection and
additional criteria not in conflict with the specific performance criteria.
NOTE: The university can grant performance
awards for classified/non-exempt employees in addition to overtime and
compensatory time but cannot pay these awards in lieu of overtime and
compensatory time.
m. Equity
Adjustment – A salary increase to improve the salary relationship between
employees internal to the university.
n. Other
Special Adjustments – The divisional vice president, with the concurrence of the
VPFSS, may make salary adjustments for any reason that does not fall within
reasons previously stated as long as the full explanation is on the PCR.
o. Except
as provided by Section 04.02 m., the university awards pay increases only for
the reasons identified in this section.
04.03 Benefit
Replacement Pay (BRP) – Beginning with wages paid January 1, 1996, the state
discontinued paying the federal taxes imposed on state employees under the
Federal Insurance Contributions Act (FICA). The institution of BRP for eligible
employees offset this program. For eligibility, the university requires an
employee was a state employee on August 31, 1995, and was:
a. eligible
for the state-paid Social Security contribution; or
b. using
unpaid leave, unless otherwise eligible; or
c. was
not working because employment did not customarily include summer months, had
contracted to resume employment before September 2, 1995, and such employment
would have made the employee eligible if the employee had held that position at
that time.
BRP is equal to 5.85% of the FICA wages based
on October 31, 1995 salary, not to exceed $16,500 annually, plus the additional
retirement contribution paid by the employee because of receiving BRP. The
total paid out may not exceed $1,034.01 each calendar year.
An eligible employee who leaves state
employment for thirty consecutive days before returning becomes ineligible to
receive BRP.
BRP is included in base pay.
An eligible employee’s base pay must be at least the pay plan minimum for that
job plus the amount of BRP.
04.04 University
Longevity Program (ULP) Staff – Each regular staff employee is entitled to
receive a 1.5% increase every two years up to a maximum of four such increases
from each appropriate eligibility date.
a. Eligibility Date – For a new hire, a rehire,
or an employee changing from a non-ULP-eligible position to a ULP-eligible
position, the employee's first ULP increase will occur twenty-four months after
the appointment, if appointed on the first day of a month; otherwise the
increase will occur on the first day of the month following completion of
twenty-four months of service. Subsequent ULP increases become effective at
either the first of the month after twenty-four months or the first of the
month following completion of the twenty-four month period, as appropriate.
b. Should
any of the actions in subsections 1)-4) below occur, the employee assumes a new
eligibility date as of the date of the action and restarts the ULP program. The
employee’s first ULP increase becomes effective twenty-four months after the
action, if the action is effective on the first day of the month following
completion of twenty-four months after the action. Subsequent ULP increases
become effective twenty-four months after receiving the last increase.
1) Promotion
2) Reclassification
to a title with a higher pay grade resulting in a pay increase
3) Re-hire
of an employee who had previously received ULP increases
4) Reallocation of the employee’s title to a
higher pay grade resulting in a pay increase as in the case of a market-related
increase
NOTE: Staff employees in positions covered by
departmental career ladders, as well as associate vice presidents, assistant
vice presidents, and college deans in the division of Academic Affairs are not
eligible for ULP increases.
04.05 State Longevity Pay and Hazardous Duty Pay –
Certain staff employees are entitled to receive longevity pay or hazardous duty
pay in addition to their regular salaries.
a. State
Longevity Pay – Each regular full-time staff employee, excluding law
enforcement officers eligible for hazardous duty pay under provisions of state
law, is entitled to longevity pay of $20 per month for each two years of
service as an employee of the State of Texas up to and including forty-two
years of service. This pay will begin at the end of the second year of state
service and will increase in $20 increments at the end of each two years
thereafter.
b. Hazardous
Duty Pay – The position of commissioned peace officer at state institutions of
higher education is considered a hazardous duty position and, as such, officers
are entitled to hazardous duty pay of $10 per month for each year of service in
a state hazardous duty position. Eligible part-time employees receive a
proportional amount of hazardous duty pay. Hazardous duty pay begins after one
year of hazardous duty service and will increase in $10 increments at the end
of each year thereafter, which will include any prior time in hazardous duty
service to satisfy the one-year delay.
c. Conditions
and Limitations:
1) To
qualify for state longevity pay for a month, an employee must work in a
full-time position, not take leave without pay on the first workday of the
month, and have accrued at least two years of service credit by the end of the
preceding month. An employee who qualifies for hazardous duty pay on the first
workday of the month is entitled to hazardous duty pay for that month.
2) An
eligible employee who enters leave without pay status or who terminates state
employment after the first workday of the month is entitled to full state
longevity or hazardous duty pay for the month.
State longevity and hazardous duty pay are not prorated.
3) An
eligible employee who transfers from one state agency to another state agency
after the first workday of the month is entitled to payment of full state
longevity or hazardous duty pay for the month by the state agency employing the
individual on the first workday of the month.
d. Creditable
Service:
1) To
determine the amount of creditable state service for longevity and hazardous
duty pay, the university will count all prior employment with any other State
of Texas agency or institution, including employment as a student worker.
Length of service is determined by counting the actual days, months and years
of state employment. Independent school districts and junior or community
colleges are not considered state employment.
2) Longevity
and hazardous duty pay for employees who transfer from one type of position to
another are determined as follows:
a) If a
state employee is receiving longevity pay and transfers to a position requiring
the performance of hazardous duty, the employee will continue to receive
longevity pay for the years of service performed in the previously-held
position and will receive hazardous duty pay for the years in the hazardous
duty position. Employees may not receive longevity pay and hazardous duty pay
for the same years. However, when computing the total years of service as a
state employee, the total will include the years spent at both the
non-hazardous and the hazardous duty job.
b) If a
state employee working in a hazardous duty position transfers to a
non-hazardous duty position, the employee will no longer receive hazardous duty
pay. The employee will receive longevity pay based on the total number of years
of service as a state employee. Thus, the longevity pay will include the years
of service in the hazardous duty position.
c) A
state employee who received hazardous duty pay based on total state service
performed before May 29, 1987, is entitled to continue to receive hazardous
duty pay based on that service if the employee continues to hold a hazardous
duty position.
05. PROCEDURES FOR EXTRA COMPENSATION FOR
TEACHING ACTIVITIES
05.01 Full-time
FLSA exempt staff employees or split appointees receive extra compensation for
academic instruction performed beyond the normal 40-hour required work week. UPPS No.
04.04.12, Compensation in Excess of Base Annual Salary for Staff
establishes the responsibility for determining the appropriateness of such
payments. Only unclassified/exempt employees will receive compensation for
teaching activities. Classified/ Non-exempt employees may not receive compensation
nor participate in teaching activities.
05.02 An
academic department instructor will normally receive extra compensation for
services performed as a result of a course overload or work performed through
contracted services (i. e., lecturer or consultant).
05.03 For
split appointees (i. e., an employee with both faculty and exempt staff
appointments as a part of the employee's normal workload), the following
guidelines will apply:
a. Split
appointees can have a unique pay rate for each appointment.
b.
The employee must
secure prior supervisory approval as well as concurrence from the appropriate
divisional vice president. Employees should note they will not receive any
state-granted longevity compensation for the duration of the teaching contract.
NOTE: The State Comptroller's Office has
declared that only full-time non-academic employees of higher education are
eligible for state-granted longevity payments. Also, full-time non-academic
employment is defined as an employee who does not teach an academic course or
who is not paid in full or in part from the line item faculty salaries.
If, however, a staff employee teaches a weekend
or night course and receives compensation in addition to a full-time salary,
longevity payments will continue as long as a full forty-hour work week is
observed.
05.04 For
unclassified/exempt staff employed on a full-time basis, the following apply:
a. Unclassified/Exempt staff may teach one
three-hour or four-hour class per each long semester on campus during normal
working hours with supervisory approval as well as concurrence from the
appropriate divisional vice president. They may not receive compensation for
teaching this class, unless they use vacation or compensatory time to cover the
teaching hours or the supervisor modifies the employee's work schedule around the teaching hours. In addition to the
three-hour or four-hour class noted above, an exempt staff member may also
teach one one-hour section of University Seminar subject to the same schedule
adjustment provisions.
NOTE: These staff may
not perform teaching-related activities such as prep work, grading papers,
reviewing the syllabus, or any other related activities during normal working
hours.
b. The
employee should note that if teaching duties are included as part of the
full-time appointment, the university will discontinue longevity compensation
(see NOTE in Section 05.03 above).
If, however, a staff employee teaches a weekend
or night course and receives compensation in addition to a full-time salary,
longevity payments will continue as long as a full forty-hour work week is
observed.
06. PROCEDURES
FOR EXTRA COMPENSATION FOR NON-TEACHING ACTIVITIES INCLUDING EVENT WORK
Full-time staff employees who accept additional
non-teaching assignments may receive compensation for such assignments. Such
compensation must comply with the provisions of the subsections below as
established in UPPS No. 04.04.12, Compensation in Excess of Base Annual Salary
for Staff.
Prior to accepting additional non-teaching
assignments in another department, an employee must obtain written approval
from his or her department head.
06.01 Classified/Non-Exempt
Employees
a. If a
classified/non-exempt employee accepts any additional assignment within the
employee's same department, the employee must be compensated in accordance with
the overtime provisions described in UPPS No. 04.04.16, Overtime and Compensatory Time Policy.
b. Interdepartmental
Event – If a classified/non-exempt staff employee paid from one department
works additional hours for another department or organization, the second
department or organization must pay the employee in cash. The hourly rate of
pay for classified/non-exempt duties equals one and one-half times the
employee’s regular rate of pay. The employee must perform classified/non-exempt
duties. Department heads are encouraged to discuss their planned event work
with Human Resources in order to ensure compensation for event work under these
regulations.
The employee will record interdepartmental
events on the employee’s time report and will include both the number of
interdepartmental event hours worked and the account number of the second
department or organization. The university will not consider interdepartmental
event hours worked for the purpose of determining regular (FLSA) overtime and
straight (state) compensatory time.
06.02 Unclassified/Exempt
Employees – Per the Fair Labor Standards Act, employees cannot hold both exempt
and non-exempt positions. Therefore, unclassified/exempt employees cannot
receive additional compensation for performing extra duties outside of their
classification that are considered classified/non-exempt.
07. PROCEDURES FOR NON-STUDENT NON-REGULAR
EMPLOYEES
07.01 Detailed
procedures for appointing and compensating non-student non-regular employees
are contained in UPPS No. 04.04.03, Staff Employment.
08. PROCEDURES FOR STAFF SALARY NOTICES
08.01 In
years when salary changes are recommended in the budget submitted to the Board
of Regents for approval, the VPFSS will notify staff employees by mail or email
of the general nature of the recommended changes.
08.02 Employees
should direct questions concerning approved salary changes to the appropriate
department head. If the department head cannot resolve the question, the
employee should contact Human Resources for assistance.
09. PROCEDURES FOR FACULTY SALARY NOTICES
09.01 The
provost issues salary notices in the form of a contract of employment for the
period specified for faculty. The Academic Affairs office will maintain a copy
of the contract in its personnel files.
10. REVIEWERS OF THIS UPPS
10.01 Reviewers
of this UPPS include the following:
Position Date
Director, Human Resources June 1 E3Y
Chief Diversity Officer and June 1 E3Y
Director, Equity and Access
Chair, Faculty Senate June 1 E3Y
Chair, Staff Council June 1 E3Y
11. CERTIFICATION STATEMENT
This UPPS has been approved by the following
individuals in their official capacities and represents Texas State policy and
procedure from the date of this document until superseded.
Director of Human Resources; senior reviewer of
this UPPS
Vice President for Finance and Support Services
President