Employee Transactions

The Employee Transactions page contains an up-to-date list of procedures for various personnel actions. The different types of actions are listed under each employee type.

      • Academic Year or Calendar Year Conversions

        Appointment type is changing from a 9 to 12-month appointment or a 12 to 9-month appointment. Conversions may be Academic Year/Calendar Year or Calendar Year/Academic Year.

      • Administrative Supplement

        Administrative Stipends are used to compensate employees who accept administrative responsibilities within their departments, centers, or colleges.

      • Change Duties

        Action to be used when a significant change in duties occurs in a faculty member's current position.

      • Change Percentage of Time Worked

        Employee is changing the percentage of time worked. The employee must remain at 50%. Benefits eligibility will be impacted if the employee moves to less than 75%.

      • Completion of Degree

        To recognize continued educational attainment, faculty members may receive a base salary adjustment up to $3,000 for completion of the doctorate.

      • Discipline/Performance

        Faculty member or staff employee has a change in duties or a decrease in salary due to performance issues.

      • Eminent Scholar

        Faculty members who have been appointed to fellowships are identified as eminent scholars and may or may not have an additional salary supplement associated with the appointment.

      • Employee Recognition Award

        Employee Recognition Awards fall into four categories: (1) Monetary Award; (2) Gift Certificate; (3) Non-Monetary Award; (4) Recognition Leave.

      • Increased Responsibility

        Increased responsibilities are normal and expected aspects of employment. Often adjustments in this category reflect an after-the-fact evaluation of significant changes in level of responsibility and/or employee performance over a significant period of time.

      • Leave - Research Assignment Leave with Full Pay

        Faculty members that are requesting a research assignment should provide a narrative report that includes (1) abstract of proposed program; (2) description of program; (3) program budget; (4) interim staffing plans of the department and college; and (5) a current CV if required by the college.

      • Leave - Return from Leave

        Faculty member or staff employee is returning from leave without pay, Research Assignment, Study Research or Educational Leave.

      • Leave - Study Research Leave with Partial Pay

        Faculty members that are requesting study research leave should provide a narrative report that includes (1) abstract of proposed program; (2) description of program; (3) program budget; (4) interim staffing plans of the department and college; and (5) a current CV if required by the college.

      • Non-Reappointment

        In the cases of faculty members on temporary or restricted appointments for which there is no indicated opportunity for reappointment, the letter of appointment also serves as notice of the termination of employment.

      • Overload Payment

        P-14A payments to current full-time faculty or staff are authorized only for very specific purposes: participation in continuing education programs or overload teaching (A/P faculty or those faculty teaching in specific, approved off-campus programs).

      • Prevailing Wage Determination

        Any adjustment to an employee’s salary that is on an H-1B visa as a result of the prevailing wage rate should be submitted on a P3A-F.

      • Promotion - Competitive

        A salaried faculty member is being promoted through a competitive process. This may or may not involve a change in departments.

      • Reappointment

        Departments wishing to extend a restricted faculty member’s appointment should complete a reappointment letter.

      • Reassign

        Action in which an employee is being reassigned to a new position within or outside of the department.

      • Retention

        Retention adjustments may be the result of a preemptive offer that is approved by senior management or a competitive offer that has been received from another institution.

      • Separation from University

        Any individual that currently holds a salaried, wage, adjunct or graduate assistant position and needs to be separated.

      • Transfer - Voluntary

        Action in which any faculty member or staff employee is transferring to a new position outside or within the same department through a non-competitive process.

      • Academic Year or Calendar Year Conversions

        Appointment type is changing from a 9 to 12-month appointment or a 12 to 9-month appointment. Conversions may be Academic Year/Calendar Year or Calendar Year/Academic Year.

      • Administrative Supplement

        Administrative Stipends are used to compensate employees who accept administrative responsibilities within their departments, centers, or colleges.

      • Change Duties

        Action to be used when a significant change in duties occurs in a faculty member's current position.

      • Change Percentage of Time Worked

        Employee is changing the percentage of time worked. The employee must remain at 50%. Benefits eligibility will be impacted if the employee moves to less than 75%.

      • Completion of Degree

        To recognize continued educational attainment, faculty members may receive a base salary adjustment up to $3,000 for completion of the doctorate.

      • Discipline/Performance

        Faculty member or staff employee has a change in duties or a decrease in salary due to performance issues.

      • Eminent Scholar

        Faculty members who have been appointed to fellowships are identified as eminent scholars and may or may not have an additional salary supplement associated with the appointment.

      • Employee Recognition Award

        Employee Recognition Awards fall into four categories: (1) Monetary Award; (2) Gift Certificate; (3) Non-Monetary Award; (4) Recognition Leave.

      • Increased Responsibility

        Increased responsibilities are normal and expected aspects of employment. Often adjustments in this category reflect an after-the-fact evaluation of significant changes in level of responsibility and/or employee performance over a significant period of time.

      • Leave - Research Assignment Leave with Full Pay

        Faculty members that are requesting a research assignment should provide a narrative report that includes (1) abstract of proposed program; (2) description of program; (3) program budget; (4) interim staffing plans of the department and college; and (5) a current CV if required by the college.

      • Leave - Return from Leave

        Faculty member or staff employee is returning from leave without pay, Research Assignment, Study Research or Educational Leave.

      • Leave - Study Research Leave with Partial Pay

        Faculty members that are requesting study research leave should provide a narrative report that includes (1) abstract of proposed program; (2) description of program; (3) program budget; (4) interim staffing plans of the department and college; and (5) a current CV if required by the college.

      • Non-Reappointment

        In the cases of faculty members on temporary or restricted appointments for which there is no indicated opportunity for reappointment, the letter of appointment also serves as notice of the termination of employment.

      • Overload Payment

        P-14A payments to current full-time faculty or staff are authorized only for very specific purposes: participation in continuing education programs or overload teaching (A/P faculty or those faculty teaching in specific, approved off-campus programs).

      • Prevailing Wage Determination

        Any adjustment to an employee’s salary that is on an H-1B visa as a result of the prevailing wage rate should be submitted on a P3A-F.

      • Promotion - Competitive

        A salaried faculty member is being promoted through a competitive process. This may or may not involve a change in departments.

      • Rank Change

        Action in which a faculty member's rank and/or functional title changes.

      • Reappointment

        Departments wishing to extend a restricted faculty member’s appointment should complete a reappointment letter.

      • Reassign

        Action in which an employee is being reassigned to a new position within or outside of the department.

      • Research-Extended Appointment - Extending an Existing Appointment

        Any faculty member who wishes to extend his/her existing 10-,11-, or 12-month Research Extended Appointment must continue to provide assurance of funding to cover the full cost of salary plus fringe benefits for the one, two or three additional months of the proposed appointment.

      • Retention

        Retention adjustments may be the result of a preemptive offer that is approved by senior management or a competitive offer that has been received from another institution.

      • Separation from University

        Any individual that currently holds a salaried, wage, adjunct or graduate assistant position and needs to be separated.

      • Transfer - Voluntary

        Action in which any faculty member or staff employee is transferring to a new position outside or within the same department through a non-competitive process.

      • Academic Year or Calendar Year Conversions

        Appointment type is changing from a 9 to 12-month appointment or a 12 to 9-month appointment. Conversions may be Academic Year/Calendar Year or Calendar Year/Academic Year.

      • Administrative Supplement

        Administrative Stipends are used to compensate employees who accept administrative responsibilities within their departments, centers, or colleges.

      • Change Duties

        Action to be used when a significant change in duties occurs in a faculty member's current position.

      • Change Percentage of Time Worked

        Employee is changing the percentage of time worked. The employee must remain at 50%. Benefits eligibility will be impacted if the employee moves to less than 75%.

      • Completion of Degree

        To recognize continued educational attainment, faculty members may receive a base salary adjustment up to $3,000 for completion of the doctorate.

      • Discipline/Performance

        Faculty member or staff employee has a change in duties or a decrease in salary due to performance issues.

      • Eminent Scholar

        Faculty members who have been appointed to fellowships are identified as eminent scholars and may or may not have an additional salary supplement associated with the appointment.

      • Employee Recognition Award

        Employee Recognition Awards fall into four categories: (1) Monetary Award; (2) Gift Certificate; (3) Non-Monetary Award; (4) Recognition Leave.

      • Increased Responsibility

        Increased responsibilities are normal and expected aspects of employment. Often adjustments in this category reflect an after-the-fact evaluation of significant changes in level of responsibility and/or employee performance over a significant period of time.

      • Leave - Research Assignment Leave with Full Pay

        Faculty members that are requesting a research assignment should provide a narrative report that includes (1) abstract of proposed program; (2) description of program; (3) program budget; (4) interim staffing plans of the department and college; and (5) a current CV if required by the college.

      • Leave - Return from Leave

        Faculty member or staff employee is returning from leave without pay, Research Assignment, Study Research or Educational Leave.

      • Leave - Study Research Leave with Partial Pay

        Faculty members that are requesting study research leave should provide a narrative report that includes (1) abstract of proposed program; (2) description of program; (3) program budget; (4) interim staffing plans of the department and college; and (5) a current CV if required by the college.

      • Non-Reappointment

        In the cases of faculty members on temporary or restricted appointments for which there is no indicated opportunity for reappointment, the letter of appointment also serves as notice of the termination of employment.

      • Prevailing Wage Determination

        Any adjustment to an employee’s salary that is on an H-1B visa as a result of the prevailing wage rate should be submitted on a P3A-F.

      • Promotion - Competitive

        A salaried faculty member is being promoted through a competitive process. This may or may not involve a change in departments.

      • Rank Change

        Action in which a faculty member's rank and/or functional title changes.

      • Reappointment

        Departments wishing to extend a restricted faculty member’s appointment should complete a reappointment letter.

      • Reassign

        Action in which an employee is being reassigned to a new position within or outside of the department.

      • Retention

        Retention adjustments may be the result of a preemptive offer that is approved by senior management or a competitive offer that has been received from another institution.

      • Separation from University

        Any individual that currently holds a salaried, wage, adjunct or graduate assistant position and needs to be separated.

      • Transfer - Voluntary

        Action in which any faculty member or staff employee is transferring to a new position outside or within the same department through a non-competitive process.

      • Academic Year or Calendar Year Conversions

        Appointment type is changing from a 9 to 12-month appointment or a 12 to 9-month appointment. Conversions may be Academic Year/Calendar Year or Calendar Year/Academic Year.

      • Administrative Supplement

        Administrative Stipends are used to compensate employees who accept administrative responsibilities within their departments, centers, or colleges.

      • Change Percentage of Time Worked

        Employee is changing the percentage of time worked. The employee must remain at 50%. Benefits eligibility will be impacted if the employee moves to less than 75%.

      • Demotion

        A downward adjustment in salary and/or pay band is considered a demotion. This adjustment may be voluntary or involuntary.

      • Discipline/Performance

        Faculty member or staff employee has a change in duties or a decrease in salary due to performance issues.

      • Employee Recognition Award

        Employee Recognition Awards fall into four categories: (1) Monetary Award; (2) Gift Certificate; (3) Non-Monetary Award; (4) Recognition Leave.

      • In-Band Adjustment

        Staff employees that have acquired new knowledge, skills, abilities and/or certifications or have had a change in duties may be recognized with an in-band adjustment. In-band adjustments are also issued for alignment and retention.

      • In-Band Bonus

        An in-band bonus is a one-time payment to acknowledge alignment, change of duties, new knowledge/skills/abilities/certifications and retention.

      • Leave - Return from Leave

        Faculty member or staff employee is returning from leave without pay, Research Assignment, Study Research or Educational Leave.

      • Overload Payment

        P-14A payments to current full-time faculty or staff are authorized only for very specific purposes: participation in continuing education programs or overload teaching (A/P faculty or those faculty teaching in specific, approved off-campus programs).

      • Reassign

        Action in which an employee is being reassigned to a new position within or outside of the department.

      • Retention

        Retention adjustments may be the result of a preemptive offer that is approved by senior management or a competitive offer that has been received from another institution.

      • Role Change

        A significant change in duties is identified as a role change, which may or may not involve a salary adjustment.

      • Separation from University

        Any individual that currently holds a salaried, wage, adjunct or graduate assistant position and needs to be separated.

      • Temporary Pay

        Temporary pay is for staff members that are remaining in the same position but are taking on additional duties in either the same pay band or a higher pay band on a temporary basis.

      • Transfer - Voluntary

        Action in which any faculty member or staff employee is transferring to a new position outside or within the same department through a non-competitive process.