国产AV

University of Northern Colorado requires Post offer medical screenings for prospective employees of high risk occupational groups. Screenings are non-discriminatory evaluations designed to give documented information about a prospective employee鈥檚 physical ability to complete essential functions of the job. Conditional job offers are extended to individuals and hired upon evaluation results of Post Offer Screening.

The 1986 Immigration Reform and Control Act (IRCA) sought to control illegal migration by eliminating employment opportunity as a key incentive for unauthorized persons to come to the U.S. IRCA makes all U.S. employers responsible for verifying through a specific process the identity and work authorization or eligibility of all individuals, whether U.S. citizens or not, hired after November 6, 1986. To implement this, employers are required to complete Employment Eligibility Verification Forms I-9 for all employees. An employer鈥檚 obligation to review documents is not triggered until a person has been hired, whereupon the new employee is entitled to submit a document or combination of documents of his choice (from List A or a combination of a List B and List C document on the reverse side of the I-9 form) to verify his identity and work eligibility. Hired is defined as actual commencement of employment of an employee for wages or other remuneration. The employee must complete Section 1 of the I-9 Form by the date of hire (i.e. no later than the date on which employment services start). Employees must present original documents. Employers must complete Section 2 by examining evidence of identity and employment eligibility within three (3) business days of the date employment begins. If employees are authorized to work, but are unable to present the required document(s) within three business days, they must present a receipt for the application of the document(s) within business days and the actual document(s) within ninety (90) days. However, if employers hire individuals for duration of less than three business days, Section 2 must be completed at the time employment begins.

The University strives to create a healthy environment, one in which the high risk use of alcohol and the use of illicit drugs does not interfere with learning, performance, or development. The University prohibits the unlawful possession, use, or distribution of drugs, alcohol, and other controlled substances by all members of the University community (students, faculty, staff, alumni, and guests). Individuals who violate this policy shall be subject to discipline, termination, dismissal, debarment, arrest, or citation as applicable. Additionally, employees or students who violate this policy may be required to participate satisfactorily in drug abuse education, counseling, or rehabilitation programs approved by the University. Further detailed information regarding the Drug and Alcohol Policy can be found in the Board Policy Manual, section 1-1-407.

Employees are required to perform their duties and responsibilities in accordance with generally accepted safety standards as well as any specific safety standards applicable to their positions. it is the obligation of each employee to notify his/her supervisor of any unsafe condition in University premises, or practices of the University or any of its employees which she/he observes or becomes aware of that may affect his/her safety of any other person.

Employees are required to perform their duties and responsibilities in accordance with generally accepted safety standards as well as any specific safety standards applicable to their positions. It is the obligation of each employee to notify his/her supervisor of any unsafe condition in University premises, or practices of the University or any of its employees which she/he observes or becomes aware of that may affect his/her safety of any other person.

As a representative of the state, you are required at all times to use your best efforts to perform assigned tasks promptly and efficiently and to be courteous and impartial in dealing with those we serve. Courtesy, tact, and helpfulness on your part will do much to create the positive image state employees deserve. Employees should maintain the public's confidence in the integrity of state government by refusing outside compensation for performing your duties; and protect and conserve state property and use taxpayer dollars prudently. No state time, property, equipment, or supplies shall be used for private purposes or any other purpose not in the interests of the State of Colorado or the University of Northern Colorado.

You have the right to be treated with dignity and respect, just as it is expected you will treat others the same way. It is to our benefit to employ a diverse workforce to assist in providing effective customer service and to strive to be a leading student-centered university that promotes effective teaching, lifelong learning, the advancement of knowledge, research and a commitment to service.

In making compensation decisions, a hiring authority must consider budgetary factors, recruitment and retention issues, salaries received by other similarly situated employees, an employee鈥檚 skill sets and competencies, other potential future increases, and the overall value to the organization.  Pay ranges for state classified employees are established through the annual statewide compensation plan, which makes adjustments to the minimum and maximum allowable salaries for each grade.  An employee鈥檚 base pay shall not be lower than the minimum, or higher than the maximum of his/her particular grade, except as otherwise permitted by law, rule or procedure.  Pay ranges for exempt and faculty employees are established using College and University Personnel Administrators (CUPA) surveys for a comparative group of colleges and universities.  Compensation decisions outside of the parameters of this document are permitted only if approved by the President of the University.

Base pay established for classified new hires (both permanent and temporary) and adjustments for the upward, lateral or downward movement of existing permanent employees must adhere to Chapter 3 of the State Personnel Rules.  Base pay established for faculty and exempt new hires must adhere to the board polices and regulations.

All decisions affecting base pay should ensure the following:

• Pay is commensurate with the duties assigned;
• Adequate funds are available within existing appropriations;
• Equity is preserved among employees with similar job descriptions within divisions and across the University;
• Ongoing consistency; and
• Acknowledgment of individual qualifications (e.g. past experience, training, special skills).

Throughout this document, the source of the employment practice for each employee type is referenced. Below you can find the definitions used:

State Personnel Rules-
Board Policy- 国产AV Board Policy Manual
University Regulations- University Regulations

Classified Benefits

•  - State of Colorado 
• - Enrollment Portal
  • Company Key: soc

2024-2025 Rates/Information

• RATES COMING SOON!

Medical Insurance Options

EyeMed Vision Insurance

Delta Dental Insurance

FSA & HSA Information

SELF-DIRECTED PATHWAY Incentive Program

(earn $20.00 premium discount)

State of Colorado Employee Wellness Program is designed to reward healthy habits. By completing the application and 5 action steps employees can earn the $20.00 discount from their medical premium and can continue to earn the incentive year after year, by completing the annual action steps required prior to the original month enrolled.

State of Health offers three enrollment cycles each year to participate. 

January Enrollment Cycle: 

1. Complete an application from November 16 - December 15

2. Activate your STATE OF HEALTH portal account and begin your action steps in January

3. Complete all 5 actions steps by March 15

4. Your discount will begin in May

May Enrollment Cycle: 

1. Complete an application from March 16 - April 15

2. Activate your STATE OF HEALTH portal account and begin your action steps in May

3. Complete all 5 actions steps by July 15

4. Your discount will begin in September

September Enrollment Cycle: 

1. Complete an application from July 16 - August 15

2. Activate your STATE OF HEALTH portal account and begin your action steps in September

3. Complete all 5 actions steps by November 15

4. Your discount will begin in January

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State of Health link to Pathways: 

The below image shows the Pathway to select for Incentive

Benefit Hub

BenefitHub provides over 100,000 exclusive discounts on goods and services from both local and national vendors. You can also earn cash back on most purchases and redeem at any time with same-day processing.

Mandatory Retirement Plan

The University requires all employees to contribute 8% of your salary towards your retirement plan. Classified employees will participate in Public Employees Retirement Association (PERA). The University contributes 10.15% of your salary to PERA. The retirement plan is in lieu of Social Security, which is not an option here.

Supplemental Retirement Plans

Employees may also elect to contribute additional retirement funds through payroll deductions by enrolling in a 403(b) or 457 plan. These deductions are tax deferred income.

Sick Leave

Sick leave is provided in the event time off is needed for health reasons. This includes diagnostic and preventative examinations, treatment, and recovery. Full-time employees will accrue 6.66 hours per month.

Annual Paid Leave

Annual leave is provided for an employee鈥檚 personal needs. Accrued vacation hours vary based on years of service. See the State Personnel Board Rules, Section 5-11 for further details.

Learn more about paid leave

Method of Filling Positions

State classified positions may be filled by a qualified and eligible transfer, reinstatement, or voluntary demotion candidate. Additionally, positions may be filled from an eligible list which is a ranked list of qualified candidates at the completion of a comparative analysis. The comparative analysis often includes candidates eligible for transfer, reinstatement, or non-disciplinary demotion. Specific information related to eligible lists and referrals may be obtained from Human Resources.

Establishing a Position

Before a state classified appointment can be made, a position must be established through Human Resources. The department must complete a Position Description Questionnaire (PDQ) form, describing the duties and responsibilities of the position, and submit it to Human Resources for classification.

Selection Process

1. Be sure there is a provision in the departmental budget and FTE for the position. The fact that a position appears on the department budget does not mean that the job is established with the State Classified Personnel System.
2. Check with Human Resources to determine your options for filling the position. An eligible list may need to be developed if one does not already exist. If an eligible list does exist, a referral can be generated with of the names of applicants鈥� eligible to interview.
3. If the individual you wish to hire is not from an eligible list (i.e., transfer, reinstatement, reappointment, demotion) obtain clearance from Human Resources before making an offer of employment to ensure the individual is eligible to be hired.

Comparative Analysis

1. Comparative analysis, required for each classification, are designed to assess the knowledge, skills, and abilities that applicants possess relative to the duties of the position. Comparative analysis results in the establishment of an eligible list of applicants in order of score attained. In some cases, a physical examination, background security check, or polygraph may be requested by the department as a requirement of employment. If required, such physical comparative analysis, background security checks, or polygraphs are paid for by the University.
2. The comparative analysis for classified positions at the University is administered and/or oversight is provided by Human Resources.
   • Open competitive comparative analysis is open to all applicants, including current and former employees who meet the minimum requirements for the position.
   • Qualified applicants shall have an equal opportunity for entry into the state personnel system through fair and open competition.
   • Promotional comparative analysis is open to current classified University of Northern Colorado employees, and former classified employees with reemployment rights who meet the requirements.

Probationary Period

In general, the probationary period for all new employees including reinstated employees will be twelve (12) months. Continued employment and certified status will depend upon the employee successfully completing the probationary period. Supervisors with performance issues relating to probationary employees should consult with Human Resources.

Employees on a probationary appointment are entitled to the same rights and privileges as certified employees, except for the 1) right to a hearing to review a disciplinary action which is based on unsatisfactory performance, 2) right to be placed on a reemployment list, and 3) privilege of reinstatement. They do, however, have the privilege of being considered for transfer.

Trial Service Period

In general, current certified employees, who are promoted, reinstated, or transfer to a different class must serve a trial service appointment period of no more than six months. Certification may not be granted retroactively. If an employee's performance is not satisfactory during the trial service period, the employee shall be reverted to a vacant position in the previously certified class with no right to a hearing or, if no vacancy exists, shall be accorded any retention rights to which the employee may be entitled under the layoff provisions. At the discretion of the Executive Director and Chief Human Resource Officer or 国产AV Human Resources, corrective or disciplinary action may be administered instead of reversion or administrative separation.

Early Certification

A request for certified status (sooner than the full 12-month probationary period or the 6-month trial service period) should be submitted by the employing department in writing, to Human Resources. A performance evaluation or a trial service rating form, as appropriate, should accompany the request. Early Certification will not be granted if a layoff is in progress in that job classification. Certification will be granted upon resolution of the layoff.

Promotions

Employees may be promoted in the following ways:

1. Open competitive and promotional comparative analysis which put the employee on eligible lists for referral to vacant, higher level, positions.
2. Reclassification based on changes in job duties and responsibilities, provided the incumbent employee meets the minimum qualifications for the new level of the position.
3. Satisfactory completion of training in a class identified as an Intern class.

Hiring Process

1. Hiring authority submits the following documents to Cornerstone:  

• • Position Description Questionnaire (PDQ) for the Classified position 鈥� If it is a new position, or if PDQ has significant changes; must have approval by HR prior to posting the position.
  • ORG Chart
  • Classified Position Authorization Form (PAF)
  • Salary Analysis form
  • Desk Audit- Desk Audit form w/Salary Analysis if desk audit gets approved

2. Hiring authority submits requisition through Cornerstone; HRS completes and req gets routed to Hiring Mngr. for approval which routes to VP/Provost Office. HRS must click box on requisition 鈥淒o Not Allow to Apply鈥� for Classified positions only. 

3. VP/Provost Office approves and routes to Budget. 

4. Budget approves and routes to HR for Final HR Review.   

5. HR creates job posting in Neogov for all approved requisitions.   

6. A draft of the posting is sent to Hiring Manager for approval.  

7. Once approved, HR activates the job posting in Neogov.  

• • Position is open for applications until post expires.
  • Position closes on closing date or when maximum number of applicants are received, as stated in job posting.  

8. HR reviews all applications for residency and minimum qualifications set by the State of Colorado. 

9. HR sends email with a list of applications to supervisor to be rated for six (6) or more applicants; or refers to interview if less than six (6) without rating.  

10. Hiring manager establishes criteria for applicants to be rated upon and is approved by HR to ensure each applicant is fairly scored based on applications with no bias.  

11. Hiring department has a team of at least two (2) raters (maximum six (6)) who score each application using the same criteria as all other raters on the Applicant Rating Form.  Supervisor should be included as a rater. 

12. Raters score each applicant individually on the Applicant Rating Form and not as a group discussion. 

13. Rating forms are forwarded to HR and results are entered into master spreadsheet indicated with weights for each criterion, which ranks each applicant. Scoring results are entered in Neogov for each applicant. 

14. Eligibility List is created for applicants passing threshold of 60% or higher and reviewed to see if any eligible applicant is a veteran (DD214) who may/may not receive additional points which are added to final score.   

15. Top 6 ranking applicants are placed on the Referral List and list is emailed to supervisor referring those applicants to be interviewed. All referred applicants must be given the opportunity to interview.  Should an applicant decline to interview, inform HR and the next available eligible applicant on the list can be referred.  

16. Once interviews are completed, the notes should be turned into Human Resources.  

• • Verbal offer to preferred candidate is made by supervisor and,
  • A written offer is e-mailed to preferred candidate (using Offer Email Template).  Please cc HR rep on the email so record of acceptance is known/placed in incumbent鈥檚 personnel file. 

17. New hire/Rehire/Promo receives a pre-employment Background Check and MVR if driving is required for position. If a background check has been conducted within the past 12 months no new background check is required.  

18. Physicals are scheduled by HR for specific positions that are not desk positions. 

19. After completion of background check/physical (if required) a start date is confirmed with the new hire.  Classified positions must begin on the 1st of the month, a Monday, or a Tuesday if Monday falls on a holiday. 

20. Emails get generated to applicants who interview and are not offered alerting them they were not selected for hire. 

21. HR sets up new hire information in Banner and provides PUF to Hiring Manager, HRS, Payroll and Budget.  

22. System access is provided by IT once requested by the Hiring Manager/HRS. (PDID access) 

23. All New Hire Paperwork is completed on 1st day with HRS of hiring department (or HR if scheduled prior). Employee is scheduled to meet with Benefits Specialist to discuss benefits and meet COWINS rep. Email will be generated to new employees alerting them of the Employee Fair held quarterly. 

Classified Staff Policies and Procedures

• 国产AV Lactation Support Policy

Rules/Handbook

• 国产AV Classified Compensation Manual

Complaints/Equal Opportunity Concerns

• Internal Complaint Process - Classified

Background Checks

• Background Check Release

Performance Evaluation Process

• Performance Planning and Evaluation

General Policies and Procedures

Honor Code

All members of the University of Northern Colorado community are entrusted with the responsibility to uphold and promote five fundamental values: Honesty, Trust, Respect, Fairness, and Responsibility. These core elements foster an atmosphere, inside and outside of the classroom, which serves as a foundation and guides the 国产AV community鈥檚 academic, professional, and personal growth. Endorsement of these core elements by students, faculty, staff, administration, and trustees strengthens the integrity and value of our academic climate.

Discrimination

It is a violation of University Policy to discriminate in the provision of educational or employment opportunities, benefits, or privileges; to create discriminatory work or academic conditions; or to use discriminatory evaluative standards in employment or educational settings if the basis of that discriminatory treatment is, in whole or part, the person's race, religion, gender, age, national origin, disability, veteran status, sexual orientation, or political affiliation.

AA/EO/Title IX

Sexual Harassment

The University prohibits sexual harassment by any faculty, student, staff, invitee, or agent of the University. The University adheres to the Equal Employment Opportunity Commission's definition of sexual harassment as modified for the University setting. Further detailed information regarding Discrimination and Sexual Harassment Policies can be found in the Board Policy Manual under section 2-2-201 or the Employee Relations Website.