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.

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.

The action of an appointing authority to place a person in a position within the agency in accordance with the law and the Rules of the Administrator, Division of Merit Recruitment and Selection (DMRS). An appointment is effective when the employee reports for work or is in paid leave status on the agreed starting date and time.

A salary increase (may be temporary or permanent).

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.

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.

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 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.

Staff who are not subject to the overtime pay or compensatory time off provisions of federal and state wage laws.

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.

The supervisor for a particular vacancy who has the authority to make the final hiring decision. The hiring manager works closely with the hiring administrator to complete all aspects of the search process in accordance with established policies.

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.

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

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

A one-time payment to an employee that does not increase the employee's salary.

The comparison that employers use for UW–Madison job salaries (may be local, regional, national, or international depending on the job).

Staff eligible for overtime pay or compensatory time off according to federal and state law.

Staff eligible for overtime pay or compensatory time off according to federal and state law.

An employee who is responsible for supervising two or more FTEs but is not exempt from the overtime provisions of the Fair Labor Standards Act, as indicated in the employee’s position description.

A position less than 1.0 FTE which is regularly scheduled to work less than 40 hours over a one week period, or less than 80 hours over a two week period.

The rights and privileges attained upon successful completion of an original probationary period or career-executive trial period required upon an appointment to a permanent position.

The employee’s regular rate times 1.5.

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.

A title in the same title series.

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.

An at-will position with no expectation of continued employment, capped at 1,044 hours worked in 26 consecutive bi-weekly payroll periods, nonexempt under the Fair Labor Standards Act, and lasting one year or less (based on the start date of the appointment).

An employee serving a temporary appointment.

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.