Faculty & Staff
Human Resources provides Undergraduate College with professional and organizational human resource solutions that recruit, engage, and retain employees. Explore the different tabs below for more information on each topic. If you have any questions, submit a HELP! request for further assistance.
To be authorized for recruitment of a new team member, complete the Request to Hire Staff PowerForm and Job Description Template. Recruitment for new or existing positions will not be processed without this approval.
Once you receive your approved form, complete the Recruit a Position survey.
As soon as your requisition is available to apply, UC HR will provide you with the following:
link to the Workday requisition
offer letter template for completion once you’ve identified your candidate, and they have accepted your offer
Candidate Interviews, Reference Checks, Negotiations, & Informal Offers
UT Human Resources offers helpful resources on the interview process and reference checks. If you happen to engage with negotiations during your recruitment, ensure you are not exceeding the max authorized budget for your hire. An informal offer may be provided once you have finalized negotiations.
UC HR is also available to meet with you 1x1 to discuss all aspects of the recruitment process. Request a meeting by submitting a HELP! request.
When you have identified your preferred candidate and completed your reference checks, you may extend an informal offer and begin negotiations. Do not exceed your approved hiring budget without consultation with the Business Office.
Upon acceptance, you may initiate the Ready for Hire process and upload your completed Recruitment Spreadsheet and signed offer letter. Review the onboarding requirements and complete your Onboarding Request.
Undergraduate College Human Resources will provide you with the correct offer letter template to complete once your negotiations have concluded. Do not make any adjustments to this template beyond the fillable sections. You are not authorized to offer any amount above the unpublished maximum approved by the Undergraduate College Business Officer.
Once the candidate has accepted your offer, you may begin the hiring process. Included below are a list of your onboarding responsibilities, as well as the Business Office’s role, in welcoming your new hire:
SUPERVISOR | UC BOSS | EMPLOYEE |
|---|---|---|
BEFORE FIRST DAY
FIRST DAY
| BEFORE FIRST DAY
FIRST DAY
| FIRST DAY
FIRST WEEK
|
When an employee leaves their position, it is important to initiate the Offboarding Survey so that UC BOSS can ensure accesses have been revoked or transferred and equipment has been returned accordingly. Any time an employee resigns, transfers to another position internally or externally, or is terminated, please complete this survey to begin the offboarding process.
Student employees are not offboarded using this survey. More information on that process may be found in the student procedures.
To initiate a change to an employee’s assignment, submit an Assignment Change Request.
Change types include:
Job Title
Supervisor
End Date
Hours/Week
Unpaid Leave
Funding Source
Location
Be sure to include the details of the change(s) needed in the fields available.
Undergraduate College Human Resources manages four types of salary adjustment outside of the annual merit process:
Temporary Additional Duties
Permanent Additional Duties
Reclassification
Counteroffers
Equity/Structural Adjustment
***UC Business Office approvals must be received before employees are notified of any changes in compensation.***
Below are the requirements and processing guidelines for salary adjustments in our portfolio. If you have any questions or desire consultation with an HR team member, please email UC.HR@austin.utexas.edu.
TEMPORARY ADDITIONAL DUTIES
< 6 months of assuming additional duties unrelated to regular position within primary unit
Any instances of duties extending beyond 6 months will require additional justification and approval.
Any instances of duties assigned for <30 days will be evaluated on a a case-by-case basis in consultation with UC Human Resources.
Rate of pay is within 5-8% of base pay of vacated position or 8-10% of base pay for significantly more complex work.
Calculations are based off of the higher salary between the current employee and rate of vacated position.
If the job duties and workload continue or shift dramatically beyond a reasonable time frame, the manager should consider permanent additional duties or a reclassification to more appropriately reflect the workload.
Retroactive increases are not allowed. If you failed to request additional duties pay before the actual start date, you will need to adjust the start date provided to receive the additional pay.
Instructional support responsibilities will be paid at a rate of $7,500.00 per course and paid throughout duration of appointment.
Supervisors will not be paid additional duties for less than 30 days of coverage of vacated direct report position.
Additional duties provided for employment outside of primary unit must follow Sporadic Employment guidelines to determine pay type.
PERMANENT ADDITIONAL DUTIES
Used when responsibilities of a vacated position will be reallocated to current employees.
Adjusted salary will include up to 10% of base pay of vacated position.
Retroactive increases are not allowed. If you failed to request additional duties pay before the actual start date, you will need to adjust the start date provided to receive the additional pay.
EQUITY/STRUCTURAL ADJUSTMENTS
These adjustments will be initiated by Undergraduate College Business Office Human Resources and/or Central Human Resources
COUNTEROFFERS
An official offer from future opportunity must be submitted for consideration of a counteroffer adjustment.
Calculating Additional Duty Pay amount
The amount of temporary additional duty pay should calculate as a percent of an employee’s base salary.
Full-time 12-month employee: $50,000 base salary; 5% for three months:
Example: 50,000 x 5% = 2,500 / 12 months = $208.33 per month x 3 = $624.99 total
For partial month amounts, use the following formula:
Total amount of pay for the month / total workdays in the month x total workdays in service date range = amount of partial month payExample: partial pay for 3/15 - 3/31: $208.33 per month / 22 total workdays for March x 12 workdays for date range = $113.63 for the partial month
To request any of these types of adjustments, complete the:
**NOTE: If you serve as the Requestor, Supervisor, and Department Level Approval, enter your contact information in all three routing boxes.