Page Comparison

• Senior Research Scientist (0701)
  

  • may serve as principal investigator (PI) on research grants/contracts and submit research proposals to outside funding agencies.
  • requires documentation of research accomplishments and professional experience equivalent to a full professor, including supervision of research programs/projects as a PI.

• Research Scientist (0702)
  

  • may serve as PI on research grants/contracts and submit research proposals to outside funding agencies.
  • requires documentation of research accomplishments and professional experience equivalent to an established assistant professor or new associate professor.
  • must have an established record as an independent research scientist.

• Research Associate (0708)

  • may serve as PI on research grants/contracts an submit research proposals to outside funding agencies.

  • entry-level research professional position.

  • must possess the professional qualifications to conduct independent research and have the potential to become an established researcher.
  • should have a Ph.D. or M.D.
    
  • Current minimum annual salary is $56,484.

Recruitment

• • Workday Job Requisition process required.
    
    • Provide the HR Coodinator with a 1) :
      • list of job duties with percent effort for each
      , 2) salary, and 3)
      • intended annual salary
      • source of funding (account number)
      .
      • 
        
  • Before an offer of employment is extended, the Research Title Checklist must be completed and signed.
    • Checklist must be submitted with the candidate's CV, letter of interest/research statement, and three letters of recommendation.

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

• • Timesheets are required to be submittedSubmission 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 the Performance Appraisal Policy for Classified Personnel and Non-Faculty Professional Staff.

Resignation or Retirement

• • Timesheets are required to be submitted.

  • 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).:
      • 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:

    • 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

Workday Job Requisition process optional - contact departmental HR Coordinator

• Senior Research Fellow (0705) and Research Fellow (0706)
  

  • One-year appointments - eligible for annual renewal - up to a maximum of three years.
Can
• • This title can be applied
fo
• • in 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
  • Current minimum annual salary is $56,484.
  • 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, unless the position will be advertised on an external job board.
    
    • 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 (or certification that all program requirements are met).

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 titles are 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.

End of Assignment

• • It is within the University’s sole discretion not to reassign an individual to the title, in which case, employment will end after the fixed assignment date and no further notice will be provided.

  • Either the Postdoctoral Fellow or the supervising researcher may terminate the relationship without cause or recourse at a time other than the fixed assignment date
    
    • at the direction of the funding agency;
    • based on loss of funding (must be processed according to HOP 5-2410 (9.48);
    • based on a change in programmatic need; or
    • when in the reasoned judgment of the supervising researcher, the conduct or performance of the Postdoctoral Fellow does not justify continuation.

  • If an incumbent experiences performance issues, it is expected that the supervising researcher will:

    • discuss the performance issues with the employee,
    •  document in a formal letter to the employee, and
    • provide an opportunity to correct performance before pursuing termination earlier than the originally intended end date.
  • Immediate termination requires consultation between the Dean’s Office, if applicable, and the Office of the Executive Vice President and Provost/Vice President for Research.
  • The University may, in its sole discretion, provide advance notice of termination of the assignment when doing so is in the best interest of the University.

Termination of Employment

• • 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