Classification and Compensation Terms

Below is a list of commonly used terms to assist you when dealing with classification and compensation issues. This glossary is simply a guideline and any System Regulation or Rule would prevail any information listed.

Budgeted Staff Employee – A non-faculty employee whose position is specifically identified in the budget with a unique identifier called a Position Identification Number (PIN). Budgeted staff positions are 50% or more effort (20 or more hours per week) for 4 ½ months or more and are benefits-eligible.

Career Ladder - A series of defined levels within a job family where the nature of work is similar and the levels represent requirements for increased skill, knowledge and responsibility as an employee moves through a career.

Classified - general characteristics of a classified position are as follows:

  1. Title codes numbered 0003 - 5060 (some exceptions)
  2. Primarily include an EEO category of 4 (Clerical and Secretarial), 5 (Technical and Paraprofessional), 6 (Skilled Crafts), and 7 (Service/Maintenance).
  3. Primarily non-degree requiring
  4. Usually have limited or no supervisory responsibility
  5. Paid according to a defined Pay Plan
  6. Not Optional Retirement Plan (ORP) eligible
  7. Duties are usually well defined and require less exercise of independent judgment.

Most Classified positions are nonexempt, meaning they are covered by the Fair Labor Standards Act (FLSA), and therefore, are required to be compensated for any overtime hours.

Classified Personnel Pay Plan - The salary structure which establishes the assigned salary range and minimum rate for each Classified title, as well as the title code and exemption status.

Demotion - when an individual moves from one position to another position having a lower pay range and/or less senior title requiring less education, experience and responsibility.

Equity- salary adjustments made for the purpose of establishing a fair and more comparable relationship between the salaries of two or more employees in the same job title or pay range with consideration given to experience, education and certification. Equity adjustments requests are processed annually during the compensation process to be effective September 1, of the following budgeted year.

Exempt Employee - an employee who is exempt under the Fair Labor Standards Act does not have to be paid overtime when he or she works more than 40 hours in a work week. The three major general exemptions relate to executives, administrative employees, and professionals. Exempt status is based on the employee's actual job duties and responsibilities.

External Salary Market - The comparison of a position’s worth relative to the “going market rates” of its competitors in the prevailing market outside the university.

Fair Labor Standards Act (FLSA) - A federal law governing minimum wage, overtime pay, child labor and recordkeeping requirements.

Hire Above Range - A request to hire above the salary range may be submitted when the individual exceeds the minimum requirements for the position.

Hiring Manager - An employee that makes hiring decisions for budgeted employees.

Hiring Salary Adjustment - A salary adjustment that may be given to newly hired or promoted employees, after six months of service, who have specific skills and experience above the minimum qualifications for the position.

Internal Salary Market - The comparison of a position’s worth relative to its value within the organization.

Merit - an increase that is added to an employee's base pay in recognition of meritorious job performance as recorded in a formal and documented performance evaluation; merit increases are governed by System Regulation 31.01.08 Merit Salary Increases.

Merit Payment - a lump-sum payment that is not added to an employee's base salary

Nonexempt Employee - a non-exempt employee is entitled to overtime pay under the Fair Labor Standards Act. Overtime at TEES is paid at a rate of one and one-half the nonexempt employee's regular rate of pay for each hour worked in excess of 40 hours per week.

Non-classified - general characteristics of a non-classified position are as follows:

  1. Title codes numbered 5061-9999 (some exceptions)
  2. Primarily EEO categories 1 (Executive/Administrative/Managerial), 2 (Faculty), and 3 (Professional Non-Faculty)
  3. Primarily degree requiring or the equivalent combinatino of education and experience
  4. Supervisory or managerial responsibility is more typical
  5. Not paid according to a defined pay grade
  6. May be ORP eligible
  7. Frequently customized for a single position
  8. Often carry authority to recommend hiring and dismissal; evaluate performance; and use discretionary judgment.

Online Position Description - An enhanced process that allows the department/unit the ability to create, store and update position descriptions online in EPIK.

Position Description - a standardized job description used to record duties, responsibilities, and qualifications of a position.

Promotion - occurs when an employee moves to a position with increased responsibilities or requiring greater skill, a higher salary grade/rate of pay and usually a different title. The rate increase is normally up to 10% based on the unit's availabiity of funds, internal equity and the individual's level of responsibility.

Reclassification - When the job duties and/or responsibilities of a position change significantly, the position should be evaluated for appropriateness of title and salary range. This evaluation may result in a title change and/or pay range adjustment.

Security Sensitive Position - A position is considered security sensitive if the answer is "Yes" to any one of the following questions.

  1. Do the duties of the position require dealing with currency?
  2. Does the position require access to master keys?
  3. Does the position require access to sensitive computer databases?
  4. Does the position require working in an area of the institution that is designates as a security sensitive area?
  5. Does the position require working in an area of the institution that involves working with children under the age of 18?

Total Compensation - includes not only direct pay but also indirect compensation including insurance, retirement benefits, and time off programs. Employee's may view their total compensation statement via the "Payroll Data" tab in HRConnect (sso.tamus.edu).

Transfer - when an individual moves from one position to another, both of which are assigned the same salary range, title or organizational level.

U.S. Patriot Act - A federal law passed in 2001 that makes it illegal for restricted individuals to work with certain biological agents, toxins or delivery systems.

Wage Position - Temporary staff position paid on an hourly basis, not eligible for benefits and restricted in duration and percent effort based on state law.

Faculty Equivalent Positions

A term to define a non-teaching position that requires similar qualifications of a faculty position (i.e. Ph. D. or equivalent) and executes research activities such as designing, carrying out, and managing research, including services as principal investigators when appropriate, submission of research proposals, preparing research publications, supervising research staff and students. These positions do not require a notice of vacancy nor do they have to be posted. The list of faculty equivalent positions is as follows:

PostDoc TEES Distinguished Res. Scientist TEES Research Engineer & Head
TEES Assistant Research Chemist TEES Research Assistant Professor TEES Research Professor
TEES Assistant Research Engineer TEES Research Associate Professor TEES Research Scientist
TEES Associate Research Chemist TEES Research Chemist Visiting Assistant Research Scientist
TEES Associate Research Engineer TEES Research Engineer Visiting Associate Research Scientist
TEES Assistant Research Scientist TEES Research Engineer & Asst. Director Visiting Research Scientist
TEES Associate Research Scientist TEES Research Engineer & Assoc. Director