Summary: Staff appointment types are defined by such factors as duration of employment, percentage of full time, nature of work assignment, eligibility for University benefits, employer / employee relationship, and/or employee’s student status. |
Note: The use of certain appointment types may be subject to restrictions imposed by collective bargaining contracts. (See Policy 3, Types of Appointment.)
UCPath Data Element: Employee Class Description
Career Appointment
A career appointment is established at a fixed or variable percentage of time at 50 percent or more, of full-time, which is expected to continue for one year or longer.
- A limited appointment (see below) shall be designated as a career appointment when the incumbent has attained 1,000 hours of qualifying service in any 12 consecutive months without a break in service of at least 120 consecutive calendar days.
- Qualifying service includes all time on pay status in one or more limited appointments.
- On-call and overtime hours shall not be included as pay status hours when computing qualifying service. Such career designation shall be effective the first of the month following attainment of 1,000 hours of qualifying service.
Casual/Restricted Appointment
A casual/restricted appointment is reserved for a regular student of the University of California. Such an appointment retains the designation casual/restricted regardless of the percent of full time or the duration of the appointment.
Contract Appointment
A contract appointment is established at a fixed or variable percentage of time for a definite period.
- Terms and conditions of employment are specified in a written employment contract.
- Contract appointments can only be used for PSS (Professional and Support Staff) and MSP (Manager and Senior Professional) positions.
Floater Appointment
A floater appointment is reserved for use in temporary employment pools and may be established at any percent of full time for up to two years’ duration for non-represented positions and 18 months’ duration for represented positions.
- A subsequent floater appointment may be established after a break in service of at least 120 consecutive calendar days.
- Employees holding floater appointments may be scheduled to work or not, as determined by the University.
Limited Appointment
A limited appointment is established at any percentage of time, fixed or variable, during which the appointee is expected to be on pay status for fewer than 1,000 hours in a 12-month period.
Partial-Year Career Appointment
A partial-year career appointment accommodates foreseeable seasonal fluctuations in staffing, budgetary, operational, or other needs.
- It contains regularly scheduled periods, not to exceed three months per calendar year, during which the incumbent remains an employee but is not at work.
- Employees holding partial-year career appointments may choose to receive paychecks during working months only or, alternatively, to spread paychecks over twelve months.
Per Diem Appointment
A Per Diem appointment adds to, or substitutes for, career and limited appointments on a pre-scheduled basis or as needed on a day-to-day basis as determined by the University.
- Per Diem appointments may be scheduled or not scheduled or called from a pre-established schedule.
- A Per Diem employee's eligibility for scheduling may be discontinued at any time without notice and without cause at the sole discretion of the University and without recourse to the complaint resolution procedures. (See Policy 24, Per Diem Positions)
Volunteer
For the purpose of workers' compensation coverage, a volunteer is defined as a person rendering services to the University where:
- The University has control and direct supervisory responsibility over the manner and result of the services rendered, and
- The volunteer receives no remuneration for such services other than meals, transportation, lodging, or reimbursement for incidental expenses, if appropriate
- Volunteers cannot be used to replace a UCI career position
Those categories that are not within the volunteer definition, are listed in UCI Administrative Policies and Procedures Section 300-13, Guidelines for Volunteers; B. Definitions.
Personnel Program Appointment Types:
UCPath Data Element: Job Class Description
Professional and Support Staff - PSS
Positions designated as professional and support staff supervise a unit or workgroup and/or perform work that affects business operations to a substantial degree, formulating, interpreting, and implementing policies and practices and providing consultation with management.
- Incumbents compare and evaluate possible courses of action and act or make decisions after various possibilities have been evaluated.
- This group is not represented by a bargaining group.
Management and Senior Professional - MSP
Positions designated as management and senior professional manage a department or unit and/or perform the highest level of analysis, policy or program development, and consultation with senior management.
- Incumbents in MSP positions exercise a substantial degree of independent judgment and are accountable for high-profile assignments or programs that impact the campus or major segment of the campus.
- The Compensation Unit of the Central HR Department reviews MSP positions and recommends grade changes to senior management. This group is not represented by a bargaining group.
Senior Leadership Compensation Group - SLCG, formerly SMG
Positions designated as senior management provide leadership that requires the exercise of a high degree of independent judgment in the development of University- or campus-wide policy and program direction and accountability for long-term results.
- Authority to appoint an individual to a Senior Management position is vested in the President or the Board of Regents, depending on the position.
- Individuals appointed at this level serve at will and may be terminated at any time with or without cause.
- This group is not represented by a bargaining group
For more information refer to the Compensation menu. Need an expert? If you have any questions, please contact an expert in Compensation in Human Resources. Notice: University policies, procedures and applicable collective bargaining agreements shall supersede information in this document or elsewhere on this site. |
