HR Reference | A&P Employees
Administrative & Professional (A&P) Employees
Administrative & Professional (A&P) titles are non-teaching positions, primarily exempt, in various job families.
Please see below for the most common titles found in research labs.
Paid Positions - Regular (Exempt)
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)
Before an offer of employment is extended, the Research Title Checklist must be completed and signed.
Checklist must be submitted with the candidate's CV, letter of interest/research statement, and three letters of recommendation.
There is no probationary period for these positions.
It is recommended for supervisors to conduct a review after 45, 90, and 135 days for each new in position employee.
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
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:
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:
Nonrenewal at 8/31 – HOP 5-1230 (2.3): Appointment and Term of Appointment of Administrative and Professional Personnel (Other than Administrative Officers)
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
Paid Positions - Temporary (Exempt)
Workday Job Requisition process optional, unless the position will be advertised on an external job board.
Provide the HR Coodinator with:
list of job duties with percent effort for each
intended annual salary
source of funding (account number)
Before an offer of employment is extended, candidate must provide their CV and a copy of their diploma (or certification that all program requirements are met).
There is no probationary period for these positions.
It is recommended for supervisors to conduct a review after 45, 90, and 135 days for each new in position employee.
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
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:
Promotion/reclassification into or out of these titles is not allowed.
If employees in these temporary titles are needed beyond the three- or five-year time frame, they must apply for a regular, paid position (see above).
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.
It is within the University’s sole discretion not to reassign an individual to the title, in which case, employment will end after the fixed assignment date and no further notice will be provided.
Either the Postdoctoral Fellow or the supervising researcher may terminate the relationship without cause or recourse at a time other than the fixed assignment date
at the direction of the funding agency;
based on loss of funding (must be processed according to HOP 5-2410 (9.48);
based on a change in programmatic need; or
when in the reasoned judgment of the supervising researcher, the conduct or performance of the Postdoctoral Fellow does not justify continuation.
If an incumbent experiences performance issues, it is expected that the supervising researcher will:
discuss the performance issues with the employee,
document in a formal letter to the employee, and
provide an opportunity to correct performance before pursuing termination earlier than the originally intended end date.
Immediate termination requires consultation between the Dean’s Office, if applicable, and the Office of the Executive Vice President and Provost/Vice President for Research.
The University may, in its sole discretion, provide advance notice of termination of the assignment when doing so is in the best interest of the University.
The employing unit may terminate employment in accordance with the following policies:
Nonrenewal at 8/31 – HOP 5-1230 (2.3): Appointment and Term of Appointment of Administrative and Professional Personnel (Other than Administrative Officers)
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