Page Comparison

Research Engineering/Scientist Associate I (4216)

• education requirement:  bachelor's degree.
  
• performs entry-level scientific assignments.
• salary range:   $47,484 - $63,540.

Research Engineering/Scientist Associate II (4210)

• education requirement:  master's degree and two years of related experience, or bachelor's degree and four years of related experience.
•  performs and reports results of professional-level scientific assignments related to a particular field of research
• salary range:   $47,484 - $73,332.

Research Engineering/Scientist Associate III (4209)

• education requirement:  master's degree and two years of related experience, or bachelor's degree and four years of related experience.
  
• develops and performs scientific research requiring special qualifications or attainment, with wide latitude for independent action and decision.
• salary range:   $47,484 - $85,764.

Research Engineering/Scientist Associate IV (4208)

• education requirement:  Ph.D. doctoral degree with major coursework in the field of assignment and two years of related experience or master's degree and four years of related experience, or bachelor's degree and six years of related experience.
  
• plans, directs and supervises the work of a major unit engaged in research, investigation, or other technical operations, and/or conducts specialized, independent research at an advanced level, with wide latitude for creativity in both theoretical and experimental applications.
• salary range:   $58,340 - $100,700.

Research Engineering/Scientist Associate V (4207)

• education requirement:  Ph.D. doctoral degree with major coursework in the field of assignment and four years of related experience, or master's degree and six years of related experience, or bachelor's degree and eight years of related experience.
  
• plans, directs and supervises the work of a major unit engaged in research, investigation, or other technical operations, and/or conducts highly specialized, independent research at an advanced level, with wide latitude for creativity in both theoretical and experimental applications.
• salary range:   $57,000 - $124,968.

• Workday Job Requisition process required.
  
  • Provide the HR Coodinator with:
    • list of job duties with percent effort for each
    • intended annual salary
    • source of funding (account number)

• Applicable to employees with fixed terms or continuing appointments.

• This 180-day time frame allows supervisors to assess whether probationary employees' skills, performance, and dependability fit their position and merit continuation of university employment.

• Includes all RESA titles
  

• the department's HR Coordinator will provide the end date of the probationary period

• The probationary period does not restart for employees transferring from another department

  • Supervisors are strongly encouraged to conduct a reference check with the previous department

  • It’s highly recommended to request the employee’s file which typically includes performance appraisals

• You should notify employees when their performance is below acceptable standards. 

• Download the probationary review form here.

• a letter may be prepared informing him or her of the changed status and welcoming that person as a regular employee of the University

• the letter should be signed by the first-line supervisor and the department head

• It should be delivered to the employee on the last working day of the probationary period

• This judgement should be based on probationary performance reveiws.

• The purpose is to reiterate department goals, position expectations, and to assess performance.
• It is the supervisor's responsibility to notify an employee when their performance is below acceptable standards
• Download the new in position form here.

• Submission of timesheets is required.

• State law requires that time be accounted for because annual and sick leave are accrued in benefits-eligible paid positions.

  • Unused annual leave and floating holiday are paid out at time of separation from the University (from a state account).

• Supervisors are required to conduct annual performance reviews of all non-probationary staff.

  • Processed via Workday.
  • CNS HR will announce the review period each year.
  • As a best practice, supervisors should end the annual appraisal process by discussing expectations, performance standards, and objectives or goals with employees for the next year.
  • When conducting annual performance appraisals, follow the guidelines set forth in:
    • Staff Performance Appraisal Guide.

• Incumbents may be promoted into a higher-level title through the reclassification process.

• CNS allows reclassifications effective September 1st and March 1st only.
  • Reclassification documents should be submitted in July or January, respectively.

• Incumbents should send their resignation letter or email to the supervisor and department HR Coodinator. 

• The department should respond with a letter or email accepting the resignation.

• The employing unit may terminate employment in accordance with the following policies:

  • Layoff – HOP 5-2410 (9.48): Dismissal Procedures in Cases of Reorganization, Reduction in Staff, or Funding Sources Not Realized
  • Termination for Cause – HOP 5-2420 (9.49): Policies and Procedures for Discipline and Dismissal and Grievances of Employees

Research Engineering/Scientist Assistant (4222-Hourly or 4222S-Salary)

• education requirement:  bachelor's degree in a scientific, engineering or technical field.
  
• performs assignments, requiring at least a basic working knowledge of scientific methods, in such areas as research, design or experimental testing.
• salary range:  $31,200 - $50,436.

Research Engineering/Scientist Professional (4223-Hourly or 4223S-Salary)

• education requirement:  bachelor's degree in a scientific, engineering or technical field.
  
• performs scientific assignments related to a particular field of research.
• This job profile is intended for part-time employees who do not earn the required minimum of $684 per week and therefore cannot utilize an exempt job profile.
• salary range:  $35,568 - $112,029.

• Workday Job Requisition process required.
  
  • Provide the HR Coodinator with:
    • list of job duties with percent effort for each
    • intended annual salary
    • source of funding (account number)

• Applicable to employees with fixed terms or continuing appointments.

• This 180-day time frame allows supervisors to assess whether probationary employees' skills, performance, and dependability fit their position and merit continuation of university employment.

• Includes all RESA titles
  

• the department's HR Coordinator will provide the end date of the probationary period

• The probationary period does not restart for employees transferring from another department

  • Supervisors are strongly encouraged to conduct a reference check with the previous department

  • It’s highly recommended to request the employee’s file which typically includes performance appraisals

• You should notify employees when their performance is below acceptable standards. 

• Download the probationary review form here.

• a letter may be prepared informing him or her of the changed status and welcoming that person as a regular employee of the University

• the letter should be signed by the first-line supervisor and the department head

• It should be delivered to the employee on the last working day of the probationary period

• This judgement should be based on probationary performance reveiws.

• The purpose is to reiterate department goals, position expectations, and to assess performance.
• It is the supervisor's responsibility to notify an employee when their performance is below acceptable standards
• Download the new in position form here.

• Submission of timesheets is required.

• State law requires that time be accounted for because annual and sick leave are accrued in benefits-eligible paid positions.

  • Unused annual leave and floating holiday are paid out at time of separation from the University (from a state account).

• Supervisors are required to conduct annual performance reviews of all non-probationary staff.

  • Processed via Workday.
  • CNS HR will announce the review period each year.
  • As a best practice, supervisors should end the annual appraisal process by discussing expectations, performance standards, and objectives or goals with employees for the next year.
  • When conducting annual performance appraisals, follow the guidelines set forth in:
    • Staff Performance Appraisal Guide.

• Incumbents may be promoted into a higher-level title through the reclassification process.

• CNS allows reclassifications effective September 1st and March 1st only.
  • Reclassification documents should be submitted in July or January, respectively.

• Incumbents should send their resignation letter or email to the supervisor and department HR Coodinator. 

• The department should respond with a letter or email accepting the resignation.

• The employing unit may terminate employment in accordance with the following policies:

  • Layoff – HOP 5-2410 (9.48): Dismissal Procedures in Cases of Reorganization, Reduction in Staff, or Funding Sources Not Realized
  • Termination for Cause – HOP 5-2420 (9.49): Policies and Procedures for Discipline and Dismissal and Grievances of Employees