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Short-Term Appointment Lifecycle

Learn about the appointment lifecycle for annual and quarterly academic personnel, including FTE changes, voting rights, and merit eligibility.

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Short-Term Appointment Lifecycle

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  1. Short-Term Appointment Lifecycle • Annual and Quarterly Academic Personnel Academic Human Resources 2018

  2. AGENDA • In this session we will cover: • Annual appointments • Quarter-by-quarter appointments • FTE changes • Roster percent • Voting Rights • Merit Eligibility

  3. ANNUAL APPOINTMENTS Titles that are appointed/reappointed for one year at a time and are not eligible for multi-year terms

  4. ANNUAL TITLES • Lecturer, full-time-Temporary • Lecturer, part-time (includes temporary) • Senior Lecturer, full-time • Senior Lecturer, part-time* • Artist in Residence • Senior Artist in Residence • Clinical faculty (both courtesy and salaried) • Affiliate faculty • Teaching Associate* • Acting faculty • Visiting faculty* • Adjunct faculty • Senior Fellows • Senior Fellow-Trainees * May also be appointed on a quarter-by-quarter basis

  5. PROVOST’S LECTURER APPOINTMENT GUIDELINES Lecturer Full-Time (temporary) • If appointed 9/1/2013 or after, limited to 3 years • Limited exceptions may be granted by the Provost • Notice of appointment limitation should be included in offer letter/reappointment letter Details may be found on the AHR website.

  6. START DATES • Start dates for the position and the academic appointment should align • Typically at the beginning of an academic year, or when the person begins employment

  7. SELECTING A JOB PROFILE • Job Profiles should align with the academic appointment title, unless the employee is an unpaid emeritus, or a courtesy faculty member • Courtesy faculty (clinical, affiliate), and unpaid emeritus should have an Unpaid Academic job profile • An adjunct appointment does not require an additional job profile, only the academic appointment

  8. SELECTING A JOB PROFILE • Academic Personnel who do not receive pay from UW, but who are not “courtesy” appointees should have a job profile that aligns with their academic appointment. Example: A Visiting Scientist paid by another institution will have a Visiting Scientist job profile, with a PDR Compensation Plan at a rate that meets the University minimum

  9. END DATES • The end date for an annual appointment is at the end of the academic year, or when employment ends. There must be an end date! • Employment and academic appointment end dates are extended by EIB during the annual reappointments process • If extending employment end dates manually, be sure to also update the academic appointment!

  10. QUARTERLY APPOINTMENTS Titles that may be appointed on a quarter-by-quarter basis and are not part of the annual reappointment process

  11. TITLES THAT MAY BE QUARTERLY • Lecturer, part-time temporary • Teaching Associate • Senior Lecturer, part-time • Visiting faculty • Visiting Scientist

  12. PROVOST’S LECTURER APPOINTMENT GUIDELINES • If appointed on or after 9/16/2016, and appointment renewal leads to equivalent of annual appointment at 50% or greater, reappointment is limited to 3 consecutive academic years • If appointed before 9/16/2016, meeting same criteria, temporary appointment may not extend beyond 2018-19 AY.

  13. START DATES • Start dates for the position and the academic appointment should align • Typically at the beginning of an academic quarter, or when the person begins employment

  14. END DATES • The end date on a quarterly position should align with the end date of active paid status unless: • On an approved Summer Hiatus • On an approved Off-Quarter Hiatus (Winter only) • The end date on an academic appointment should align with the end of “active” status. • Quarterly positions and appointments must have end dates!

  15. END DATES Scenario: Jim is a part-time lecturer in Dance. He is working Autumn quarter and will be on hiatus in Winter quarter 2019. He is returning to work in Spring. Questions: As of today, what should the end date be for Jim’s position? June 15, 2019 What should the end date be for Jim’s academic appointment? December 15, 2018

  16. TERMINATIONS • If not working or on approved hiatus in a given quarter, you must process a termination • An end date does not trigger a termination process

  17. COMMON ISSUES WITH TERM APPOINTMENTS • Position and/or appointment end dates that are in the past • Invalid or missing position end date • Incorrect appointment identifier • No primary appointment • Appointment to the school college vs. academic appointing unit

  18. AUDIT REPORTS Academic Partners have access to reports in Workday that will allow auditing of position and appointment details. • R0401 AP Appointment Details • R0321 Upcoming Employment End Dates • Upcoming Appointment End Dates

  19. AP AUDIT RECOMMENDATIONS • When running audit reports for the first time, run the report retroactively to Workday go-live • Run reports on a quarterly basis and take action to fix data discrepancies

  20. FTE CHANGES In Workday, FTE directly correlates with an employee’s pay. Generally, academic personnel FTE should not fluctuate in a given academic quarter.

  21. FTE CHANGE REASONS • Voluntary FTE Change • Leave-Related FTE Change* • Reduced Responsibility • Summer Faculty FTE Change *Currently only used for sabbatical leave

  22. VOLUNTARY FTE CHANGE vs. REDUCED RESPONSIBILITY Voluntary FTE changes are considered permanent reductions of FTE that require supporting documentation. Reduced Responsibility reflects temporary lapses in funding that impact pay, but not effort or contractual obligation.

  23. ROSTER PERCENT Roster percent is located on the Academic Appointment and is intended to indicate the contracted FTE for the term of the appointment.

  24. ROSTER PERCENT TIPS • Roster percent should mirror what is in the offer letter • Roster percent should not fluctuate with RRD, leave, or any temporary actual FTE change

  25. JOINT APPOINTMENTS AND ROSTER PERCENT A faculty member with contracted FTE in two units will have roster percent reflected on each appointment A joint appointee with contracted FTE in one unit will only have roster percent in that unit.

  26. VOTING RIGHTS FOR SHORT-TERM FACULTY Faculty who are not eligible for multi-year appointments are ineligible to vote per Faculty Code

  27. VOTING RIGHTS FOR PART-TIME FACULTY Recent changes to the Faculty Code allow Principal Lecturers and Senior Lecturers with annual or multi-year appointments at 50% FTE or greater to vote on certain actions. Refer to AHR’s Voting Guidelines page for more information

  28. DETERMINING ELIGIBILITY There is a report available in Workday (R0237) that shows eligible voting faculty. You will have to perform analysis to determine whether a part-time senior lecturer is eligible since the report does not distinguish between annual and quarterly appointees.

  29. SHORT-TERM FACULTY AND MERIT Faculty at the University of Washington shall be reviewed annually by their colleagues, according to the procedures detailed in this section, to evaluate their merit and to arrive at a recommendation for an appropriate merit salary increase. UW Faculty Code Section 24-55

  30. SHORT-TERM FACULTY AND MERIT Faculty paid in a given academic year are eligible for merit increases. If there is a break in service, merit must be applied upon rehire. The Office of Planning & Budgeting provides guidance on this process.

  31. QUESTIONS? Thank you for joining us today!

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