Page Comparison

• Senior Research Fellow (0705) and Research Fellow (0706)
  
  • One-year appointments - eligible for annual renewal - up to a maximum of three years.
  • Can be applied fo the following cases:
    
    • a visiting scientist/engineer permanently based at another institution who plans to return to it after a limited stay at theUniversity
    • an individual from another institution or from industry invited to collaborate on University sponsored activities and who is established professionally in their field
    • other conditions deemed appropriate by the provost or vice president for research
  • Upon approval by the vice president for research or delegate, individuals assigned to these titles may be considered for PI or Co-PI status on multiple submission basis
• Postdoctoral Fellow (0715)
  
  • One-year appointments - eligible for annual renewal - up to a maximum of five years.

  • Previous time in a postdoctoral fellow position (whether paid or unpaid) at the University or at any other university counts towards this time limitation

    • (unless the area or discipline changes).

  • Ph.D. must have been received within the past three years.
  • Current minimum annual salary is $56,484.
  • This title is used for the traditional postdoctoral assignment intended to provide a training program of advanced academic preparation and research training under mentorship of a more experienced scientist/scholar.

Recruitment

• • Workday Job Requisition process optional.
    
    • 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.

New in Position Reviews

• • 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
    • 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)

• • Promotion/reclassification into or out of these titles is not allowed.

  • If employees in these temporary employees titles are need needed beyond the three- or five-year time frame, they must apply for a regular, paid position (see above).

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:

    • 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