HR Reference | Classified Employees
Classified Employees
Classified titles are non-teaching positions, either exempt or non-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)
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.
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
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:
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 - Regular (Non-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)
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.
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
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:
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