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WORKING AT USM 5: Building a University Career 5.1
Understanding Basic Terms This guide is primarily designed for regular full or part-time employees of USM. A "regular" employee is one employed in a position expected to continue for one year or more. If the position is between 7 – 12 months, it may be designated as regular as opposed to temporary if it is filled through a competitive search process. A primary distinction between regular and temporary employees is eligibility for benefits. Temporary employees only qualify for limited benefits: administrative leave, Workers’ Compensation, unemployment compensation and, if working twenty hours or more, travel insurance and Advantage Accounts. Full-time regular employees and others designated as "benefits-regular" ( granted to employees working less than a 40 hour week but who have the equivalent of five years of continuous full-time regular service) have full benefits eligibility, You are a part-time employee if your normal workweek is less than 40 hours per week. Part-time regular employees have partial benefits. Your position is also either "exempt" or "nonexempt" from the legal requirement under the Fair Labor Standards Act to be paid time and one-half the normal hourly rate for all hours over 40 worked in your workweek. Exempt positions are salaried and are called Professional or Faculty positions in the University structure. Nonexempt positions have an hourly pay rate and are called Classified positions. Positions that fall within a union bargaining unit are called "represented" positions; those not within a union are "nonrepresented". A job description has been written specifically for your Classified or Professional position. An evaluation of its duties and responsibilities placed it into the appropriate categories of nonexempt(Classified) or exempt(Professional), represented or nonrepresented. Classified positions have established titles and System-wide generic job descriptions with established starting pay used uniformly at all campuses of the University of Maine System(UMS). Professional positions do not have a UMS-wide approach to titles or pay structure. At USM, each position is evaluated on a point-factor scale and given a level rating ( one through nine), each of which has a corresponding salary range. New hire professionals generally start within the lower half of that range, though flexible placement occurs in response to variables such as skill/experience level, market conditions, available budget, and considerations of relative equity with similar existing positions. There are no automatic step, seniority, or other guaranteed pay increases while in your current position. Increases with wide application are based on state appropriation and collective bargaining, generally occur annually, and are usually distributed across-the-board with some variation depending on the bargaining unit. The length of the probationary period for new hires is stated in the appointment letter. It is 6 months for Classified employees and 12 months for Professionals. You may be required to serve another probationary period should you transfer or promote to another position. This is an important time to get off to a good start, and your supervisor will help you succeed. Clarify your understanding of what is expected and seek feedback. Informal evaluation and assistance is a continual process. Feedback close to the event is generally the most effective. Supervisors and employees also engage in an annual formal evaluation to provide an increased awareness of present performance and expectations, with a focus on joint future-oriented planning. Forms for both Classified and Professional evaluations may be obtained by calling 780-5115. 5.3 Possible Changes to Your Position 5.3.1 Position Review/Reclassification Should the duties of your position change significantly to include more complexity and responsibility, either you or your supervisor may request a position review to determine whether a reclassification and/or salary adjustment is justified. Details are provided on-line for Classified Staff Position Reviews ( or call 780-5629) and Professional Position Reviews/Reclassification ( or call 780-5385/5279). 5.3.2 Reducing Your Work Schedule Situations may arise where it is in the mutual interests of a full-time regular employee and the University to agree to a voluntary temporary or permanent reduction in schedule. There are two programs designed to accommodate this arrangement while substantially protecting full-time benefits, as follows: Under the Temporary Voluntary Reduction of Employee Work Schedule (PDF), the employee reduces to not less than one-half time and for a period not to exceed one-third of the employee’s work year. Under the Permanent Voluntary Schedule Reduction (PDF), the employee reduces to not less than one-half time for an indefinite duration with no rights to return to full-time. This option, which protects full-time benefits on a prorated basis under the "benefits-regular" designation, is available only to full-time regular employees with continuous service totaling the equivalent of 5 years of full-time service. 5.4 Training and Development Opportunities 5.4.1 Employee Education and Development Workshops /Programs USM provides frequent opportunities for staff training and development. Employee Education Workshops include a wide variety of targeted sessions in areas such as computer use, financial and office management, communication skills, and retirement planning. 5.4.2 Supervisor Training Institute The USM Supervisor Training Institute is a series of educational programs designed to enhance one’s ability to manage people and programs effectively. Priority is generally given to relatively new supervisors -- those with fewer than two years of USM supervisory experience. Call 780-5384 for more information. The University provides a valuable tuition waiver benefit to assist in personal and professional growth of regular employees and spouses/dependent children. Full-Time Employees: May take two tuition-free courses ( of up to 4 credit hours per course) per semester and also during the Summer Session. Spouse and dependent children, if enrolled as full-time students, pay only one-half tuition for all courses taken. Part- Time Employees: May take one tuition-free course per semester and during summer. Full-time student spouse and dependent children pay ¾ tuition for courses taken Note: Depending on the bargaining unit, matriculated part-time student spouse and dependent children may also be eligible for reduced tuition. Call 228-8304 or visit tuition waivers on-line for more details. 5.4.4 Non-Credit Program Discounts USM’s Center for Continuing Education offers a wide range of short courses and certificate programs at their 68 High Street location in Portland. Call 780-5900 or visit their website for more information. 5.4.5 Computer Training and Support Additional free computer-related training is available through Software Services Workshops. A variety of other computing support is available from the various units of Computing Services which include Help!Desk, Networking Services, and Software Support. Through the Computing Resources site, you’ll find other useful information on topics such as setting up web pages, discussion lists, and Groupwise help. 5.5 Applying For Other University Positions Descriptions of open positions and application instructions may be found at Employment Services’ Jobs website as well as on posting boards at the following locations: Portland: Payson Smith , Luther Bonney, Glickman Library, Law, and
68 High Street. The Jobs Hotline at 780-5386 provides another source for vacancy information. Please note that Classified employees must generally complete 6 months in their current position before being eligible to apply for another USM position. 5.6 Employment Opportunities At Other Maine System Campuses While we hope you will stay with USM for a full career, we understand there may be circumstances where you may leave us and move to another area of Maine. If so, you may wish to check out employment options at other UMS campuses. If you were to accept such a position, this is considered a transfer as long as there has not been a break in service. In the transfer situation, the former institution is responsible for accumulated unused vacation and holidays, and the gaining institution for unused sick leave. |
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