Employment categories

Employees are designated as either Classified Staff or Appointed Personnel, which includes a number of employment categories and designations that determine the conditions of employment for each position.

Classified Staff employees

Classified Staff employees include any employee whose position is classified under the Arizona Universities Personnel System. These positions typically include those whose responsibilities are:

  • clerical
  • technical/administrative/professional support
  • skilled craft
  • service/maintenance

Classified Staff titles, pay grade, and classification information can be accessed on the Human Resources web page.  Prior to completing an initial six-month probation period, Regular Classified Staff employees are considered "at will employees" whose employment may be terminated at any time for any reason that does not violate public law.

Regular Classified Staff

A Regular Classified Staff employee is one who is regularly scheduled to work 20 hours or more per week and whose position is designated to be active for more than six months.

Prior to completing the initial six month probation period, Regular Classified Staff are considered "at will" employees whose employment may be terminated at any time that does not violate public policy. Regular employees are eligible for benefits.

Temporary employees

Temporary employees are not benefits eligible and fall under the following categories:

  • one who works 19 hours or less per week for no more than a year, or
  • one who works over 19 hours per week for no more than 19 weeks per fiscal year

Temporary employees are considered "at will" employees whose employment may be terminated at any time for any reason that does not violate public policy.

Comparison details

Read more

"Classified staff positions shall typically include those whose responsibilities are clerical, technical/administrative/ professional support, skilled craft, or service/maintenance in nature. Examples of these positions typically include trades and crafts, custodial, food service, grounds maintenance, data processing, clerical and office support, law enforcement and technical support positions. An advanced degree is seldom required as a minimum education qualification. Some positions may include supervisory responsibilities or may involve varying degrees of independent judgment and discretion." (NAU Personnel Policy Manual)

Compensation

Salary grade assigned based on market rates and internal job content comparisons.  Salary range midpoints approximate the market.  Eligible for reclassifications and salary equity adjustments during workforce planning process.  Eligible for merit pay when available.

Supplemental pay

May be eligible if duties fall distinctly outside regular scope of job and meet other criteria.

Vacation (must be .5 FTE or greater to be benefit eligible)

Accrual rate: 

11 days/year, yrs 1&2
16 days/year, yrs 3&4
22 days/year after 4 continuous years.

Rates above prorated if part-time. Unused vacation carry forward limited to 1.5 times annual accrual.  Maximum payout of unused vacation limited to the amount earned during the employee’s last year of service. 

Sick leave (must be .5 FTE or greater to be benefit eligible)

Accrues one day (8 hours) per month if full time, prorated if part-time. No maximum accrual limit. May be eligible for sick leave retirement pay out under Retiree Accumulated Sick Leave (RASL) program.

Retirement

Eligible for the Arizona State Retirement System plan. Police Officers participate in the Public Safety Retirement Plan.

Retirement benefits

Qualified Tuition Reduction Program (if eligible), parking, bookstore/ and library privileges; life/medical/dental insurance continuance for premium, ASRS retirees may receive premium subsidy based on years of service.

Grievance processes

The Classified Staff Grievance Procedure is outlined in the NAU Personnel Policy, 5.21.

Other NAU Personnel Policies specify procedures to follow to seek protections under policies or laws, and file complaints or appeals. 

Appointments

Not applicable.

Involuntary termination, layoff, and non-renewal of appointments

May be terminated for cause or subject to layoff in accordance with classified staff policies and procedure.  Layoff is subject to 60 days advance notice.

Advancement and promotion

Eligible to compete for open positions.  Significant changes in job duties may result in reclassification.

Probation period

Initial six-month probationary period served once during continuous employment.  No appeal or grievance rights during probationary period.  NAU Personnel Policy 1.01.  

Recruitment and selection

Requires a minimum of an employment application.  Searches may be limited to NAU only or department only, depending on circumstances.  Requires criminal background investigation and may also be required to complete a fingerprint background check.  Selection process oversight by the Human Resources office.

Evaluations

Completed at least once annually by supervisor.   Probationary evaluation due after 5 months of employment.  

Appeal of review option under NAU Personnel Policy, 5.02.

Work/Time schedule

Classified Staff may be either exempt or non-exempt under the Fair Labor Standards Act (FLSA).  FLSA exempt are not paid overtime and do not accrue compensatory time.   FLSA non-exempt employees must complete time sheets and are eligible for compensatory time and overtime for hours worked over 40 hours per week in accordance with NAU Personnel Policy, 2.02.  Both classifications eligible for flextime at Departmental discretion.

Staff development

Professional development and training

Appointed Personnel employees

Appointed Personnel employees include:

  • faculty members
  • administrators
  • academic and service professionals

Appointed Personnel Employees serve in the areas of:

  • teaching
  • research
  • administrative services

Each year, after the university's budget has been approved, the institution distributes notices of appointment to new employees and notices of reappointment to appointed personnel whose contracts are being renewed.

Comparison details

Read more

"Administrator" or "Administrative" shall mean an officer who reports directly to the president or to a vice president and who is responsible for planning, organizing, directing, controlling and evaluating the activities of a major segment of a university; promulgating and implementing university rules and regulations; preparing and administering the organizational budget; maintaining relationships with administrative officials and members of business, government and civic communities. These positions include vice presidents, deans, academic department heads and other positions determined by the Board." (6-101 ABOR)

Compensation

Salary based on function performed, external market and internal equity.  Compensation approved by the President.   Eligible for merit pay when available.

Supplemental pay

May be eligible if duties fall distinctly outside regular scope of job and meet other criteria.

Vacation (must be .5 FTE or greater to be benefit eligible)

Accrual rate of 22 days per year if full time, prorated if part-time.

Unused vacation carry forward limited to 1.5 times annual accrual.  Maximum payout of unused vacation limited to the amount earned during the employee’s last year of service.

Sick leave (must be .5 FTE or greater to be benefit eligible)

Accrues one day (8 hours) per month if full time, prorated if part-time. No maximum accrual limit. May be eligible for sick leave retirement pay out under Retiree Accumulated Sick Leave (RASL) program.

Retirement

Eligible to elect a portable optional retirement plan in lieu of the Arizona State Retirement System Plan. One-time, irrevocable selection of retirement plan.

Retirement benefits

Qualified Tuition Reduction Program (if eligible), parking, bookstore/ and library privileges; life/medical/dental insurance continuance for premium, ASRS retirees may receive premium subsidy based on years of service.

Grievance processes

Appeal rights outlined in the Arizona Board of Regents (ABOR) Conditions of Administrative Service (6-101).

Other NAU Personnel Policies and Arizona Board of Regents Policies specify procedures to follow to seek protections under policies or laws, and file complaints or appeals. 

Appointments

Year-to-year appointments with no expectation of renewal; no limit to the number of successive renewals; 90 day notice of non-renewal.

Involuntary termination, layoff, and non-renewal of appointments

Employment may continue through contract period.  Exceptions include dismissal for cause or financial exigency. Non-renewal is subject to 90 day advance notice.

Advancement and promotion

Eligible to compete for open positions.  No formalized structure.

Probation period

None unless hired under a probationary contract.

Recruitment and selection

Application requirements may include curriculum vitae, resume, and reference letters.

Requires criminal background investigation, degree verification and a fingerprint background check. Selection process oversight by the Office of Affirmative Action.

Evaluations

Conducted at least annually.

Work/Time schedule

All administrators are exempt employees, not eligible for compensatory time or overtime pay. Eligibility for flextime is at the discretion of the supervisor.

Staff development

Professional development and training opportunities and funding offered through Human Resources and other University entities. 

Some trainings are considered to be mandatory. 

Service Professionals

Service Professionals include non-classified staff employees with a direct role in service who require professional and intellectual freedom.

Service professional titles include:

  • Director
  • Editor
  • Coordinator

Appointments are year-to-year and are subject to Arizona Board of Regents (ABOR) policy, Chapter 6-301.

Comparison details

Read more

"Non-classified employees with a direct role in service who require professional and intellectual freedom and who report to a person below the level of vice president, including those in student services, technical services, student health services and public service". (6-301 ABOR)

Compensation

Salary based on function performed, external market and internal equity.  Eligible for reclassifications and salary equity adjustments during workforce planning process.  Eligible for merit pay when available.

Supplemental pay

May be eligible if duties fall distinctly outside regular scope of job and meet other criteria.

Vacation (must be .5 FTE or greater to be benefit eligible)

Accrual rate of 22 days per year if full time, prorated if part-time.

Unused vacation carry forward limited to 1.5 times annual accrual.  Maximum payout of unused vacation limited to the amount earned during the employee’s last year of service.

Sick leave (must be .5 FTE or greater to be benefit eligible)

Accrues one day (8 hours) per month if full time, prorated if part-time. No maximum accrual limit. May be eligible for sick leave retirement pay out under Retiree Accumulated Sick Leave (RASL) program.

Retirement

Eligible to elect a portable optional retirement plan in lieu of the Arizona State Retirement System Plan. One-time, irrevocable selection of retirement plan.

Retirement benefits

Qualified Tuition Reduction Program (if eligible), parking, bookstore/ and library privileges; life/medical/dental insurance continuance for premium, ASRS retirees may receive premium subsidy based on years of service.

Grievance processes

Appeal rights outlined in the Arizona Board of Regents (ABOR) Conditions of Professional Service (6-601)

Other NAU Personnel Policies and Arizona Board of Regents Policies specify procedures to follow to seek protections under policies or laws, and file complaints or appeals. 

Appointments

Year-to-year appointments with no expectation of renewal; no limit to the number of successive renewals; 90 day notice of non-renewal.

Involuntary termination, layoff, and non-renewal of appointments

Employment may continue through contract period. Exceptions involve situation of financial exigency or dismissal for cause.  Non-renewal is subject to 90 day advance notice.

Advancement and promotion

Eligible to compete for open positions. Significant changes in job duties may result in reclassification.

Probation period

None unless hired under a probationary contract.

Recruitment and selection

Requires a minimum of an employment application.  Most searches are external searches, but may be limited to NAU only, depending on circumstances.  Requires criminal background investigation and may also be required to complete a fingerprint background check. Selection process oversight by the Human Resources office.

Evaluations

Completed at least once annually by supervisor.

Appeal of review option under NAU Personnel Policy, 5.02.

Work/Time schedule

Most service professionals are exempt employees, not eligible for compensatory time or overtime pay. Eligibility for flextime is at the discretion of the supervisor. 

Some service professionals may be considered as FLSA non-exempt if their weekly salary falls below the legal limit of $455.  Those employees are subject to the provisions of overtime and compensatory time found in NAU Personnel Policy 2.02.

Staff development

Professional development and training opportunities and funding offered through Human Resources and other University entities. 

Must be allowed to participate in a minimum of 16 hours of job related training each year (pending supervisor approval). Some trainings are considered to be mandatory. 

Eligible for interim assignments to temporarily fill vacant positions which often promotes career development

Administrators

Administrators include the President of the university and the employees who report to the President or to a Vice President, and who are responsible for planning, organizing, directing, controlling, and evaluating the activities of a major segment of the university. Administrative titles include:

  • President
  • Provost
  • Vice President
  • Dean
  • Department Head
  • Director

Administrative appointments are year-to-year, and administrators are subject to Arizona Board of Regents (ABOR) policies, Chapter 6-101.

Comparison details

Read more

"Non-classified employees involved with research or teaching programs who require professional and intellectual freedom and who report to a person below the level of vice President, including librarians, cooperative extensionists, and researchers". (6-301 ABOR)

(At Northern Arizona University, only certain  positions within the NAU Library, e.g. librarians, curators, fall into this category.)

Compensation

Salary based on function performed, external market, internal equity.  Eligible for merit pay when available.

Supplemental pay

May be eligible if duties fall distinctly outside regular scope of job and meet other criteria.

Vacation (must be .5 FTE or greater to be benefit eligible)

Accrual rate of 22 days per year if full time, prorated if part-time.

Unused vacation carry forward limited to 1.5 times annual accrual.  Maximum payout of unused vacation limited to the amount earned during the employee’s last year of service.

Sick leave (must be .5 FTE or greater to be benefit eligible)

Accrues one day (8 hours) per month if full time, prorated if part-time. No maximum accrual limit. May be eligible for sick leave retirement pay out under Retiree Accumulated Sick Leave (RASL) program.

Retirement

Eligible to elect a portable optional retirement plan in lieu of the Arizona State Retirement System Plan. One-time, irrevocable selection of retirement plan.

Retirement benefits

Qualified Tuition Reduction Program (if eligible), parking, bookstore/ and library privileges; life/medical/dental insurance continuance for premium, ASRS retirees may receive premium subsidy based on years of service.

Grievance processes

Academic Professional Grievance Process is contained in the Conditions of Academic Professional Service document available on the NAU/Cline Library Sharepoint space.

Other NAU Personnel Policies and Arizona Board of Regents Policies specify procedures to follow to seek protections under policies or laws, and file complaints or appeals. 

Appointments

Year-to-year status with continuing status (tenure) considerations.

Involuntary termination, layoff, and non-renewal of appointments

Employment may continue through contract period. Exceptions involve situation of financial exigency or dismissal for cause.  Non-renewal is subject to 90 day advance notice.

Advancement and promotion

Eligible to compete for open positions.  No formalized structure.

Probation period

Continuing status track are considered to serve on probationary appointments for up to six (6) years.

Recruitment and selection

Application requirements may include curriculum vitae, resume, and reference letters. Requires outside recruitment processes in most instances.  Requires criminal background investigation and may also be required to complete a fingerprint background check. Selection process oversight by the Office of Affirmative Action.  

Evaluations

Completed annually by supervisor and peers (Conditions of Academic Professional Service committee).

Work/Time schedule

All academic professionals are exempt employees, not eligible for compensatory time or overtime pay. Eligibility for flextime is at the discretion of the supervisor.

Staff development

Professional development and training opportunities and funding offered through Human Resources and other University entities. 

Some trainings are considered to be mandatory. 

Eligible for sabbaticals, intramural grants

Faculty members

Faculty members are appointed to positions that are responsible for and whose performance evaluations are primarily based on teaching, research, and public service goals and objectives of the university. Faculty titles include:

  • Professor
  • Associate Professor
  • Assistant Professor
  • Instructor
  • Lecturer

Faculty appointments may be tenure-eligible, tenured or non-tenure eligible and are subject to Arizona Board of Regent (ABOR) policy, Chapter 6-201.

Comparison details

Read more

“Faculty member means an employee of the Board whose notice of appointment is as lecturer, senior lecturer, principal lecturer, instructor, assistant professor, associate professor, professor, professor of practice, research professor, clinical professor, Regents Professor or whose notice of appointment otherwise expressly designates a faculty position. Graduate students who serve as teaching or research assistants, associates or other wise, are academic appointees as well as graduate students but are not faculty members”. (6-201 ABOR)

Compensation

Salary based on discipline and rank, peer market and internal equity.  Eligible for merit pay when available.

Supplemental pay

May be eligible if duties are distinctly outside regular workload assignment and they do not interfere with contractual responsibilities.

Vacation (must be .5 FTE or greater to be benefit eligible)

Do not accrue vacation.

Sick leave (must be .5 FTE or greater to be benefit eligible)

Accrues one day (8 hours) per month if full time, prorated if part-time. No maximum accrual limit. May be eligible for sick leave retirement pay out under Retiree Accumulated Sick Leave (RASL) program

Retirement

Eligible to elect a portable optional retirement plan in lieu of the Arizona State Retirement System Plan. One-time, irrevocable selection of retirement plan.

Retirement benefits

Qualified Tuition Reduction Program (if eligible), parking, bookstore/ and library privileges; life/medical/dental insurance continuance for premium, ASRS retirees may receive premium subsidy based on years of service.

Grievance processes

Faculty Grievance Process is contained in the Conditions of Faculty Service document (Appendix A).   

Other NAU Personnel Policies and Arizona Board of Regents Policies specify procedures to follow to seek protections under policies or laws, and file complaints or appeals. 

Appointments

Year-to-year status with no expectation of renewal for non tenure eligible and probationary faculty.  Promotion and tenure considerations for eligible faculty.

Involuntary termination, layoff, and non-renewal of appointments

Employment may continue through contract period.

Notification of non-renewal in accordance with the Personnel Action Calendar issued by the Provost’s office. 

Advancement and promotion

Formalized structure based on the Conditions of Faculty Service.

Probation period

Tenure-eligible serve maximum probationary period no longer than seven (7) years in full–time service at tenure eligible rank, except in case of waiver by the President for an individual faculty member.

Recruitment and selection

Application requirements may include curriculum vitae, resume, and reference letters. Requires outside recruitment processes in most instances.  Requires criminal background investigation, degree verification and a may also be required to complete fingerprint background check. Selection process oversight by the Office of Affirmative Action.  

Evaluations

Completed annually by supervisors with peer review in accordance with the Conditions of Faculty Service.

Work/Time schedule

All faculty are exempt employees, not eligible for compensatory time or overtime pay. Eligibility for flextime is at the discretion of the supervisor.

Staff development

Professional development and training opportunities and funding offered through Human Resources and other University offices such as Faculty Development, Center for International Education, and the College Dean’s offices.

Some trainings are considered to be mandatory. 

Eligible for sabbaticals, intramural grants.

Administrative Faculty

Administrative Faculty members are appointed to positions that are responsible for the administration and overall welfare of the university’s teaching and research programs. Administrative Faculty titles include:

  • Dean
  • Assistant Dean
  • Chair

Academic Professionals

Academic Professionals are non-classified employees involved with research or teaching programs who require professional and intellectual freedom, such as the University Librarians.

Appointments may be continuing eligible, continuing or year-to-year and are subject to Arizona Board of Regents (ABOR) policy, Chapter 6-301. 

Student Worker

Learn how to supplement your income while completing your university education as a student worker.

Graduate Assistants

Northern Arizona University also hires current graduate students to do a variety of jobs on and off campus. Learn more about graduate assistantships.