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.

A leadership role such as dean or associate dean that falls into the employee category of Limited. A Limited appointee serves at the discretion of the appointing authority.

A salary increase (may be temporary or permanent).

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).

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

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 UW–Madison college, school or equivalent organizational unit.

All employees of UW–Madison (including University Staff). Prior to July 1 2015, classified employees were under the provisions of Wis. Stat. Chapter 230 and were still limited to the $12,000 statutory cap.

An approved salary range that is greater than the assigned range for the title. An ESR is associated with one of the following 1) An incumbent position, 2) A title (e.g., clinical anesthetist), or 3) A portion of a title series (e.g., nurse practitioners, within the clinical nurse specialist series).

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.

A person who is responsible for ensuring the recruitment, assessment and selection process for a particular vacancy is completed in accordance with established policies. A supervisor, unit human resource (HR) representative, or designee may serve as the hiring administrator and delegate different aspects of the search process. The hiring administrator continues to be responsible for the process, regardless of delegation.

All time during which an employee is required or permitted to work, or to wait for work, when the employee is unable to use the working or waiting time effectively for his or her own purpose.

Includes an employee's spouse, parents and children; an employee's and employee's spouse's immediate family members, grandparents, grandchildren, aunts and uncles, brothers and sisters and their spouses; children over the age of 18 and their spouses; and any other relative who resides in the same household as the employee.

When an employee’s doctor or treating specialist has identified work restrictions, the university may offer the employee light or modified duty work. Light or modified duty work is defined as less physically demanding duties until the employee has reached end of healing, or is able to return to their previous position with or without restrictions

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.

Integrating and acculturating new employees into the university and providing them with the tools, resources, and knowledge to become successful and productive. Onboarding engages employees beginning with the acceptance of the job offer, and continues through the entire first year of employment.

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.

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.