Appointed Personnel

"Classified staff positions shall typically include those whose responsibilities are clerical, technical/administrative/ professional support, skilled craft, or service/maintenance in nature. Examples of these positions typically include trades and crafts, custodial, food service, grounds maintenance, data processing, clerical and office support, law enforcement and technical support positions. An advanced degree is seldom required as a minimum education qualification. Some positions may include supervisory responsibilities or may involve varying degrees of independent judgment and discretion." (NAU Personnel Policy Manual)
 
 

"Administrator" or "Administrative" shall mean an officer who reports directly to the president or to a vice president and who is responsible for planning, organizing, directing, controlling and evaluating the activities of a major segment of a university; promulgating and implementing university rules and regulations; preparing and administering the organizational budget; maintaining relationships with administrative officials and members of business, government and civic communities. These positions include vice presidents, deans, academic department heads and other positions determined by the Board." (6-101 ABOR)

"Non-classified employees with a direct role in service who require professional and intellectual freedom and who report to a person below the level of vice president, including those in student services, technical services, student health services and public service". (6-301 ABOR)

"Non-classified employees involved with research or teaching programs who require professional and intellectual freedom and who report to a person below the level of vice President, including librarians, cooperative extensionists, and researchers". (6-301 ABOR)

“Faculty member means an employee of the Board whose notice of appointment is as lecturer, senior lecturer, principal lecturer, instructor, assistant professor, associate professor, professor, professor of practice, research professor, clinical professor, Regents Professor or whose notice of appointment otherwise expressly designates a faculty position. Graduate students who serve as teaching or research assistants, associates or other wise, are academic appointees as well as graduate students but are not faculty members”.

(6-201 ABOR)

Salary grade assigned based on market rates and internal job content comparisons.  Salary range midpoints approximate the market.  Eligible for reclassifications and salary equity adjustments during workforce planning process.  Eligible for merit pay when available. 

Salary based on function performed, external market and internal equity.  Compensation approved by the President.   Eligible for merit pay when available.

Salary based on function performed, external market and internal equity.  Eligible for reclassifications and salary equity adjustments during workforce planning process.  Eligible for merit pay when available. 

Salary based on function performed, external market, internal equity.  Eligible for merit pay when available. 

Salary based on discipline and rank, peer market and internal equity.  Eligible for merit pay when available. 

May be eligible if duties fall distinctly outside regular scope of job and meet other criteria.

May be eligible if duties fall distinctly outside regular scope of job and meet other criteria. 

May be eligible if duties fall distinctly outside regular scope of job and meet other criteria.

May be eligible if duties fall distinctly outside regular scope of job and meet other criteria. 

May be eligible if duties are distinctly outside regular workload assignment and they do not interfere with contractual responsibilities. 

3. Vacation

Accrual rate:

 

11 days/year, yrs 1&2

16 days/year, yrs 3&4

22 days/year after 4 continuous years.

Rates above prorated if part-time. Unused vacation carry forward limited to 1.5 times annual accrual.  Maximum payout of unused vacation limited to the amount earned during the employee’s last year of service. 

 

Accrual rate of 22 days per year if full time, prorated if part-time.

 

Unused vacation carry forward limited to 1.5 times annual accrual.  Maximum payout of unused vacation limited to the amount earned during the employee’s last year of service.

Accrual rate of 22 days per year if full time, prorated if part-time.

 

Unused vacation carry forward limited to 1.5 times annual accrual.  Maximum payout of unused vacation limited to the amount earned during the employee’s last year of service.

Accrual rate of 22 days per year if full time, prorated if part-time.

 

Unused vacation carry forward limited to 1.5 times annual accrual.  Maximum payout of unused vacation limited to the amount earned during the employee’s last year of service.

Do not accrue vacation.

4. Sick Leave

Accrues one day (8 hours) per month if full time, prorated if part-time. No maximum accrual limit. May be eligible for sick leave retirement pay out under Retiree Accumulated Sick Leave (RASL) program. 

Accrues one day (8 hours) per month if full time, prorated if part-time. No maximum accrual limit. May be eligible for sick leave retirement pay out under Retiree Accumulated Sick Leave (RASL) program. 

Accrues one day (8 hours) per month if full time, prorated if part-time. No maximum accrual limit. May be eligible for sick leave retirement pay out under Retiree Accumulated Sick Leave (RASL) program. 

Accrues one day (8 hours) per month if full time, prorated if part-time. No maximum accrual limit. May be eligible for sick leave retirement pay out under Retiree Accumulated Sick Leave (RASL) program. 

Accrues one day (8 hours) per month if full time, prorated if part-time. No maximum accrual limit. May be eligible for sick leave retirement pay out under Retiree Accumulated Sick Leave (RASL) program. 

Eligible for the Arizona State Retirement System plan. 

Police Officers participate in the Public Safety Retirement Plan.

Eligible to elect a portable optional retirement plan in lieu of the Arizona State Retirement System Plan. One-time, irrevocable selection of retirement plan.

Eligible to elect a portable optional retirement plan in lieu of the Arizona State Retirement System Plan. One-time, irrevocable selection of retirement plan.

Eligible to elect a portable optional retirement plan in lieu of the Arizona State Retirement System Plan. One-time, irrevocable selection of retirement plan.

Eligible to elect a portable optional retirement plan in lieu of the Arizona State Retirement System Plan. One-time, irrevocable selection of retirement plan.

6. Retirement

Qualified Tuition Reduction Program (if eligible), parking, bookstore/ and library privileges; life/medical/dental insurance continuance for premium, ASRS retirees may receive premium subsidy based on years of service.

Qualified Tuition Reduction Program (if eligible), parking, bookstore/ and library privileges; life/medical/dental insurance continuance for premium, ASRS retirees may receive premium subsidy based on years of service.

Qualified Tuition Reduction Program (if eligible), parking, bookstore/ and library privileges; life/medical/dental insurance continuance for premium, ASRS retirees may receive premium subsidy based on years of service.

Qualified Tuition Reduction Program (if eligible), parking, bookstore/ and library privileges; life/medical/dental insurance continuance for premium, ASRS retirees may receive premium subsidy based on years of service.

Qualified Tuition Reduction Program (if eligible), parking, bookstore/ and library privileges; life/medical/dental insurance continuance for premium, ASRS retirees may receive premium subsidy based on years of service.

The Classified Staff Grievance Procedure is outlined in the NAU Personnel Policy, 5.21.

Other NAU Personnel Policies specify procedures to follow to seek protections under policies or laws, and file complaints or appeals. 

 

Appeal rights outlined in the Arizona Board of Regents (ABOR) Conditions of Administrative Service

(6-101).

 

Other NAU Personnel Policies and Arizona Board of Regents Policies specify procedures to follow to seek protections under policies or laws, and file complaints or appeals. 

 

 

Appeal rights outlined in the Arizona Board of Regents (ABOR) Conditions of Professional Service (6-601)

 

Other NAU Personnel Policies and Arizona Board of Regents Policies specify procedures to follow to seek protections under policies or laws, and file complaints or appeals. 

 

Academic Professional Grievance Process is contained in the Conditions of Academic Professional Service document available on the NAU/Cline Library Sharepoint space.

Other NAU Personnel Policies and Arizona Board of Regents Policies specify procedures to follow to seek protections under policies or laws, and file complaints or appeals. 

 

 

Faculty Grievance Process is contained in the Conditions of Faculty Service document (Appendix A).   

 

Other NAU Personnel Policies and Arizona Board of Regents Policies specify procedures to follow to seek protections under policies or laws, and file complaints or appeals. 

 

Not applicable. 

Year-to-year appointments with no expectation of renewal; no limit to the number of successive renewals; 90 day notice of non-renewal. 

Year-to-year appointments with no expectation of renewal; no limit to the number of successive renewals; 90 day notice of non-renewal. 

Year-to-year status with continuing status (tenure) considerations.

Year-to-year status with no expectation of renewal for non tenure eligible and probationary faculty.   Promotion and tenure considerations for eligible faculty. 

9. Involuntary termination, layoff, and non-renewal of appointments. 

 

May be terminated for cause or subject to layoff in accordance with classified staff policies and procedure.  Layoff is subject to 60 days advance notice. 

Employment may continue through contract period.  Exceptions include dismissal for cause or financial exigency. Non-renewal is subject to 90 day advance notice. 

Employment may continue through contract period. Exceptions involve situation of financial exigency or dismissal for cause.  Non-renewal is subject to 90 day advance notice.

Employment may continue through contract period. Exceptions involve situation of financial exigency or dismissal for cause.  Non-renewal is subject to 90 day advance notice.

Employment may continue through contract period.

Notification of non-renewal in accordance with the Personnel Action Calendar issued by the Provost’s office. 

 

Eligible to compete for open positions.  Significant changes in job duties may result in reclassification.

Eligible to compete for open positions.  No formalized structure. 

Eligible to compete for open positions. Significant changes in job duties may result in reclassification.

Eligible to compete for open positions.  No formalized structure. 

Formalized structure based on the Conditions of Faculty Service. 

Initial six-month probationary period served once during continuous employment.  No appeal or grievance rights during probationary period.  NAU Personnel Policy 1.01.    

None unless hired under a probationary contract.

None unless hired under a probationary contract.

Continuing status track are considered to serve on probationary appointments for up to six (6) years. 

Tenure-eligible serve maximum probationary period no longer than seven (7) years in full–time service at tenure eligible rank, except in case of waiver by the President for an individual faculty member.

Requires a minimum of an employment application.  Searches may be limited to NAU only or department only, depending on circumstances.  Requires criminal background investigation and may also be required to complete a fingerprint background check.  Selection process oversight by the Human Resources office.  

Application requirements may include curriculum vitae, resume, and reference letters.

Requires criminal background investigation, degree verification and a fingerprint background check. Selection process oversight by the Office of Affirmative Action. 

Requires a minimum of an employment application.  Most searches are external searches, but may be limited to NAU only, depending on circumstances.  Requires criminal background investigation and may also be required to complete a fingerprint background check. Selection process oversight by the Human Resources office.  

Application requirements may include curriculum vitae, resume, and reference letters. Requires outside recruitment processes in most instances.  Requires criminal background investigation and may also be required to complete a fingerprint background check. Selection process oversight by the Office of Affirmative Action.    

Application requirements may include curriculum vitae, resume, and reference letters. Requires outside recruitment processes in most instances.  Requires criminal background investigation, degree verification and a may also be required to complete fingerprint background check. Selection process oversight by the Office of Affirmative Action.    

Completed at least once annually by supervisor.   Probationary evaluation due after 5 months of employment.  

 

Appeal of review option under NAU Personnel Policy, 5.02.

Conducted at least annually.

 

Completed at least once annually by supervisor.

 

Appeal of review option under NAU Personnel Policy, 5.02.

 

Completed annually by supervisor and peers (Conditions of Academic Professional Service committee).

Completed annually by supervisors with peer review in accordance with the Conditions of Faculty Service.

14. Work/Time Schedule:

 

Classified Staff may be either exempt or non-exempt under the Fair Labor Standards Act (FLSA).  FLSA exempt are not paid overtime and do not accrue compensatory time.   FLSA non-exempt employees must complete time sheets and are eligible for compensatory time and overtime for hours worked over 40 hours per week in accordance with NAU Personnel Policy, 2.02.  Both classifications eligible for flextime at Departmental discretion.

All administrators are exempt employees, not eligible for compensatory time or overtime pay. Eligibility for flextime is at the discretion of the supervisor. 

Most service professionals are exempt employees, not eligible for compensatory time or overtime pay. Eligibility for flextime is at the discretion of the supervisor. 

 

Some service professionals may be considered as FLSA non-exempt if their weekly salary falls below the legal limit of $455.  Those employees are subject to the provisions of overtime and compensatory time found in NAU Personnel Policy 2.02. 

All academic professionals are exempt employees, not eligible for compensatory time or overtime pay. Eligibility for flextime is at the discretion of the supervisor. 

All faculty are exempt employees, not eligible for compensatory time or overtime pay. Eligibility for flextime is at the discretion of the supervisor. 

15. Staff Development:

 

Professional development and training opportunities and funding offered through Human Resources and other University entities. 

 

Must be allowed to participate in a minimum of 16 hours of job related training each year (pending supervisor approval). Some trainings are considered to be mandatory. 

 

Eligible for special duty assignments to temporarily fill vacant positions which often promotes career development. 

Professional development and training opportunities and funding offered through Human Resources and other University entities. 

 

Some trainings are considered to be mandatory. 

 

 

Vice Presidents and above are eligible for sabbatical type leaves (Administrative Leaves of Absence under ABOR policy 6-107.)  

Professional development and training opportunities and funding offered through Human Resources and other University entities. 

 

Must be allowed to participate in a minimum of 16 hours of job related training each year (pending supervisor approval). Some trainings are considered to be mandatory. 

 

Eligible for interim assignments to temporarily fill vacant positions which often promotes career development

 

Professional development and training opportunities and funding offered through Human Resources and other University entities. 

 

Some trainings are considered to be mandatory. 

 

Eligible for sabbaticals, intramural grants

 

Professional development and training opportunities and funding offered through Human Resources and other University offices such as Faculty Development, Center for International Education, and the College Dean’s offices.

 

Some trainings are considered to be mandatory. 

 

Eligible for sabbaticals, intramural grants.