HR Policies HR Policies Glossary

Professional and administrative personnel with 1) Duties that are exempt from the overtime provisions of the Fair Labor Standards Act (FLSA); and 2) Perform work that is primarily associated with higher education institutions or their administration.

The amount of sick leave, vacation, vacation carryover, personal holiday, legal holiday and banked leave an employee has earned based on the number of hours in pay status.

Job seeker who has applied for the vacancy.

University Staff titles that are in pay schedule 03 (e.g., custodian, food service assistant, food retail/catering leader and food production assistant) and in multiple-shift environments (e.g., first shift, second shift and third shift).

The reallocation or termination of resources by a university management decision that may result in staffing reductions in a program or operational area.

Applicant who has been deemed minimally qualified for the vacancy.

Process in which OHR helps divisions manage the recruitment, assessment and selection of high-volume and continuously recruited positions (e.g., custodial positions).

The chief executive of UW–Madison.

110% of the Federal poverty rate for a family of four.

A hiring process that incorporates merit selection principles including objective criteria to evaluate job applicants and make hiring decisions.

Paid time off the job which is earned and accrued by an employee instead of immediate cash payment for overtime. Compensatory time may be used instead of vacation balance.

When a temporary employee works two or more TE appointments at the same time.

When a temporary employee works two or more TE appointments back-to-back.

Employment in a leave-earning position within the University of Wisconsin System or the State of Wisconsin that has not experienced a break in service longer than the reinstatement period for the applicable employment category. Continuous employment will be counted in determining an employee’s length of continuous service.

All the time in a position with a State of Wisconsin agency as defined in Wis. Admin. Code § ER 18.01(3) or with the UW System in a position with an expectation for continued service, adjusted for any breaks in service. Continuous service at the University of Wisconsin System does not include time served in positions that are ineligible for leave per UW–Madison Campus-wide Operational Policy: Sick Leave.

A UW–Madison employee who is a skilled journeyman Crafts Worker, including apprentices and helpers. The classification does not include employees who are not in direct line of progression in the craft.

Position that supervises Crafts Workers.

The amount of service an employee is granted under the Wisconsin Retirement System based on the number of hours worked in a year and the employee’s WRS employment category.

A federal law that establishes labor standards for public and private sector employees. It is enforced by the Wage and Hour Division of the U.S. Department of Labor.

Standard recruitment process that requires that applicants be currently employed at UW–Madison.

Work that is infrequent, irregular or occurring in scattered instances, even when it recurs seasonally. However, work that recurs every other week is not occasional or sporadic.

A document created by division HR in collaboration with division leadership, and approved by OHR which provides overall guidelines for recruitment, assessment and selection. It outlines the division’s expectations of specific steps, processes and requirements for recruitment, assessment and selection and identifies plans and procedures to increase diversity.

When a temporary employee continues in the same position each year.

Merit-based process used to fill most vacancies. This process allows UW–Madison the flexibility to target specific skill sets as well as a diverse pool of qualified candidates. The process is open to all qualified candidates and does not require that applicants be employed at UW–Madison.

All time employed by the State of Wisconsin in either the Unclassified, Classified or University staff service in a permanent capacity, adjusted for breaks in service, shall be counted in determining an employee’s length of continuous service. This excludes time served as a Limited Term or Project Employee.

All time employed by UW–Madison in either the Unclassified, Classified or University Staff service in a permanent capacity, adjusted for breaks in service, shall be counted in determining an employee’s length of continuous service. This excludes time served as a temporary or project employee.