• How do I authorize staff employees for payroll?

Payroll authorization of a salaried staff employee upon hire or promotion is made via the Salaried Position/Appointment Authorization (HRM-6). The HRM-6 form is also used to authorize/update position funding and appointment status.  To order a HRM-6 online, click here.

• How do I authorize Faculty, Teaching Assistants, Teaching Fellows, and Adjuncts for Maymester payroll?

Please visit our Maymester Payroll Information page for a guide to Maymester payroll issues.

• How do I create a new position or reclassify an existing position?

The Human Resources Department is responsible for making staff position classification assignments. The classification assignment of a new position or the reclassification of an established position must be approved by Human Resources as well as by the appropriate Vice-President and/or the Chancellor.  The classification assignment of a new position or the reclassification of an established position is evaluated by Human Resources.   Positions which involve substantially the same kind of work, equivalent levels of difficulty and responsibility, and require comparable experience and training, will be grouped together into a single job class. Approved job classes are listed in the Pay Plan.  Requests to establish new positions and to reclassify existing positions must be made via the Salaried Position Request Form (HRM-4).  A Planning Guide (UPO-31) for the position must accompany the request.  For new positions, a Recruitment Request Form (HRM-5) must also be completed and attached to the HRM-4.

• How do I determine the rate of pay for entry or re-employed staff members?

New staff members and all re-employed staff members will be compensated at the entry level rate of the salary grade applicable to the classification assignment of their respective positions. No rate of pay higher or lower than the entry level rate designated for a classification may be committed to a new staff member without prior approval from the Director of Human Resources and the division Vice President. Pay above the established entry rate is only approved after the position has been posted either at the higher rate or with a salary range.  A higher starting salary will be authorized (subject to availability of funds) only in those instances where: 

1. The individual has directly related work experience and/or formal education or training substantially above the minimum requirements of the position, or 
2. the occupation is critical and there is a demonstrated lack or qualified applicants at the entry. Such starting salaries will generally be no more than 5% more than the established rate. 
    

A lower starting salary than the established entry level rate will be authorized in those instances where: 

1. The individual’s qualifications are within close range of, but not equivalent to, the stated minimum qualifications for the classification. Such reduction in starting salary will generally last no more than 6 months. 
2. The department has agreed to establish a training rate for probationary employees. Upon completion of the probationary period, the employee’s salary shall be raised to entry.

In no case will the lower starting salary be less than the established minimum rate for the position’s classification. 

• Where can I find more information about overtime?   For example, what does exempt/non-exempt mean, how can overtime hours be managed, and how do I actually calculate overtime hours?

Information regarding overtime issues can be found by visiting the Overtime Managment Guide for Texas State Agencies and Higher Education Institutions web site.

• What is my EEO Code?  What does "EEO Code" mean?

You can find the EEO Code that corresponds to your position title by referencing the Alphabetic Index of All Titles located in the Pay Plan.

"EEO CODE" is a set of job categories established by the federal government for employment reporting.  There are 7 general EEO category codes in use at UNT:

EEO Code 1: Administrative and Executive – this includes senior executives, department heads, and some other management level positions, for example, some Assistant Director titles.

EEO Code 2: Faculty – this is all instructional personnel.

EEO Code 3: Professional – this group includes positions which require a degree and advanced knowledge and skills. Examples include many computing positions, accountants, and managers of specific programs.

EEO Code 4: Office/Clerical – general office support and administrative support positions, and specialized clerical titles. Examples include secretarial titles, administrative assistants, Registrar Clerks, and program assistants.

EEO Code 5: Paraprofessional/Technical – positions requiring specialized education or training but not at as advanced a level as the professional titles. Examples include Electronics Technicians, Research Assistants, Telecommunications Specialists.

EEO Code 6: Skilled Crafts – this group performs skilled manual trade work that requires considerable training and skill, often through an apprenticeship process. Examples include carpenters, plumbers, and electricians.

EEO Code 7: Service/Police – this group combines positions that are primarily physically-oriented labor (custodial, food service, maintenance) or positions which supervise or manage such work, and positions performing police and security functions (Police Officers, Security Officers, and Guards.

• When does an employee need to complete an I-9?   How do I complete an I-9 for an employee?

An I-9 must be completed for every new employee.   Please go to the Immigration (Employment Eligibility Verifications) web page for completion information.  For further information you may visit the Citizenship and Immigration Services web site.

• When should I conduct a performance review?

Performance reviews are required for all staff members excepts for administrative officials reporting directly to the Chancellor, faculty administrators, and professional librarians.  The Chancellor may approve exemption from Staff Development for other classes of employees or for individual positions, as appropriate.  Probationary performance reviews are due for staff members following the first six months of employment with the University.  After staff members complete their probationary period, performance reviews and ratings are requested at the completion of the first year of employment and annually thereafter based on the date of employment.  A UPO-37, Performance Review Notice, will be sent to the department of the staff member whose performance review is due.  However, if the department does not receive this form, Human Resources should be contacted for confirmation of the performance review due date.  For further information concerning Staff Development, please visit our Staff Development web page.   For further information concerning probationary employees, please see University Policy 1.3.11.