Page Comparison

• 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:   nonebachelor's degree in a scientific, engineering or technical field.
    
  • perform 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.

Recruitment

• • 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)

Probationary Period HOP 5-2230

As part of the selection and hiring process, all classified employees who are new to The University or former employees with a break in service are considered probationary employees for their first 180 days of new university employment.

• • 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

It is recommended that you conduct performance reviews after 45, 90, and 135 days for each probationary employee you supervise.

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

  • Download the probationary review form here.

If the employee is to be retained at the end of the 180-day probationary period -

• • 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

The University may terminate the employment of any probationary employee at any time during the probationary period if he or she is judged not to be competent or otherwise not qualified.

• • This judgement should be based on probationary performance reveiws.

New in Position Reviews

New in position employees are employees who transfer to a new position within UT.

It is recommended that you conduct a review after 45, 90, and 135 days for each new in position employee you supervise.

• • 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.

Timesheets

• • 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).

Annual Performance Reviews

• • 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.

Promotion (Reclassification)

• • 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.

Resignation

• • 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.

Termination

• • 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