workday HCM

Key Concepts & User Guide

March 2021
Table of Contents

Supervisory Organizations ..................................................................................................................................................... 3

WORKDAY MANAGER ......................................................................................................................................................... 3
NAMING CONVENTIONS ..................................................................................................................................................... 3
Staffing Models ...................................................................................................................................................................... 3
JOB MANAGEMENT............................................................................................................................................................. 3
POSITION MANAGEMENT ................................................................................................................................................... 4
JOB FAMILY GROUP ............................................................................................................................................................ 4
JOB FAMILY ......................................................................................................................................................................... 4
JOB PROFILE ........................................................................................................................................................................ 5
ACADEMIC AFFILIATES ........................................................................................................................................................ 6
Employee Types & Subtypes .................................................................................................................................................. 6
TYPES ................................................................................................................................................................................... 6
SUBTYPES ............................................................................................................................................................................ 7
Compensation Actions ........................................................................................................................................................... 7
ONE TIME PAYMENTS ......................................................................................................................................................... 7
REQUEST COMPENSATION CHANGE................................................................................................................................... 8
ACADEMIC PERIOD............................................................................................................................................................ 11
ACTIVITY TYPES ................................................................................................................................................................. 11
ACTIVITY TASKS ................................................................................................................................................................. 13
ADDITIONAL FIELDS .......................................................................................................................................................... 14
Other Employment Actions .................................................................................................................................................. 15
ACTUAL END DATE ............................................................................................................................................................ 15
ADDITIONAL JOB ............................................................................................................................................................... 15
ANNUAL WORK PERIOD .................................................................................................................................................... 15
BUSINESS PROCESSES ....................................................................................................................................................... 16
BUSINESS TITLE ................................................................................................................................................................. 19
DEFAULT WEEKLY HOURS ................................................................................................................................................. 19
DISBURSEMENT PERIOD ................................................................................................................................................... 19
END EMPLOYMENT DATE.................................................................................................................................................. 19
FTE ..................................................................................................................................................................................... 19
JOB TITLE ........................................................................................................................................................................... 20
LOCATION.......................................................................................................................................................................... 20
PAY RATE TYPE .................................................................................................................................................................. 20
 PRIMARY JOB .................................................................................................................................................................... 21
SCHEDULED WEEKLY HOURS ............................................................................................................................................ 21
TIME TYPE ......................................................................................................................................................................... 21
Cost Centers and Costing Allocations .................................................................................................................................. 21
PRIMARY WORKTAG ......................................................................................................................................................... 21
ORGANIZATION ASSIGNMENT .......................................................................................................................................... 22
COSTING ALLOCATION ...................................................................................................................................................... 23
APPENDIX .............................................................................................................................................................................. 23
JOB FAMILY GROUP: ADMINISTRATIVE & PROFESSIONAL ............................................................................................... 24
JOB FAMILY GROUP: EXECUTIVE SERVICE......................................................................................................................... 36
JOB FAMILY GROUP: FACULTY .......................................................................................................................................... 36
JOB FAMILY GROUP: NON COMPENSATED APPOINTMENTS ........................................................................................... 38
JOB FAMILY GROUP: OTHER PERSONNEL SERVICES ......................................................................................................... 39
JOB FAMILY GROUP: SUPPORT STAFF............................................................................................................................... 40
Supervisory Organizations
A Supervisory Organization is a logical grouping of employees who report to the same Manager. Supervisory
Organizations are arranged in a University-wide hierarchy, which defines how data is organized within
Workday, and provides the structure to:

• Create reports within Workday,

• Ensure only the appropriate people have access to employee data,
• Route actions through business processes to the appropriate reviewers and approvers,
• Provide the framework for assigning security roles to workers.

WORKDAY MANAGER
The Workday Manager is the person who is ultimately accountable for oversight of an employee
including time certification, timesheet approval, performance reviews, training, hiring, discipline, etc. The
Workday Manager must be the actual ‘reports to’ manager of record.

NAMING CONVENTIONS
There is a naming convention for each Supervisory Organization indicating the administrative description
of what those organizations do and represent. Organizations in Workday appear with the descriptive
name for the Supervisory Org, followed by the name of the person currently occupying the Manager role.
Additionally, Job Management organizations include a suffix of _JM.
The Supervisory Org Display Name is formatted as follows:

• Supervisory Org Name (Manager’s Name) Example: Residence Education (Dr. Natalie L Reckard)
• Supervisory Org Name_JM (Manager’s Name) Example: FYRE Fellows Program_JM (Krystal Danee
Muckle)

Staffing Models
Staffing Models determine how jobs are defined and filled; they provide different levels of control over
staffing and support different staffing goals. Every Supervisory Organization must be associated with a Staffing
Model, either Job Management or Position Management.

JOB MANAGEMENT

A Job Management staffing model provides flexibility of position planning and management of positions
in Workday. When a worker in a Job Management organization leaves, his or her “seat” disappears.

Job Management allows departments to:

• Set hiring restrictions equally for all jobs in a Supervisory Organization based on job family, job
profile, worker type, location, and full- or part-time status.
• Track and report on filled jobs only.

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 • Use a single requisition to hire multiple workers (requisitions are not tied to a specific position).

Job Management is required for all student employees, non-student OPS employees, Contingent Workers,
Academic Affiliates, Adjunct faculty, additional faculty overload jobs, and Adjunct jobs for A&P
employees.

POSITION MANAGEMENT

In a Position Management staffing model, organizations are staffed by creating, defining, and filling
positions. A position is described as the “seat” that a worker fills when he or she is hired. That “seat”
remains, even when the worker leaves the position, for example, through a job change or separation.
There is one person per seat. Position Management is required for all regular and fixed term employees,
including faculty, A&P, SP, and Executive Service.

Position Management allows departments to:

• Track and report on filled and unfilled positions (vacancy reporting).

• Plan and budget for vacancies and filled positions.
• Track position history.
• Simplify security role assignments by attaching a role to a position rather than to an employee.

Job Family Group, Job Family, and Job Profile

JOB FAMILY GROUP

The Job Family Group is a very high-level grouping of positions, primarily used for reporting. At FGCU,
the Job Family Groups are:

• Administrative & Professional

• Executive Service
• Faculty
• Non-Compensated Appointments
• Other Personnel Services
• Support Staff

JOB FAMILY

The Job Family is a grouping of related jobs that:

• Require similar knowledge, skills and abilities,

• Have progressively higher levels of knowledge, skills and abilities that represent a career path
over time,
• Possess associated and related key responsibilities, and
• Have similar market competitive pay characteristics and conditions.
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 Job families are used by managers, employees, and Human Resources to:

• Define career development opportunities for employees.

• Facilitate career planning discussions, clarify the need for specific training, and guide professional
development opportunities.
• Comply with employment laws such as affirmative action and FLSA.
• Foster reporting and data analysis.
• Ensure consistency in job evaluations by comparing similar jobs within the same job family.
• Assist in ensuring internal equity and external competitiveness.

JOB PROFILE

A Job Profile is the classification summary of positions with equivalent requirements, duties, level of
decision-making, and supervisory responsibilities. The Job Profile includes a general summary,
description, and the position’s key characteristics, such as exempt status, pay rate type, job classification
groups, and compensation grade. The Job Profile is the same for all employees assigned to the profile; it
forms the basis of a Position Description but is not customized to an individual.

A. Job Classifications are details about a position tied to the Job Profile; all positions assigned to a
particular Job Profile will have the same Job Classification. Job Classifications are assigned and
maintained by Human Resources.

Examples of Job Classifications include:

• Collective Bargaining Unit – All positions assigned to the In-Unit Faculty Job Profile will
belong to the same Collective Bargaining Unit.
• Essential Personnel – All positions assigned to the Law Enforcement Officer Job Profile are
designated as Critical Personnel.

B. Additional Classifications are unique to the individual in a position and are typically assigned and
maintained by the Manager or HR Business Partner.

Examples of Additional Classifications include:

• CIP Code – CIP codes are unique to each faculty member, not a Job Profile such as Assistant
Professor.
• Essential Personnel – Some Coordinators are considered Emergency Support Personnel and
some are not. Therefore, the Essential Personnel classification for some Job Profiles are
specific to the employee and would be assigned as an Additional Classification.

Academic Pay Details is a very important Additional Classification that drives payroll calculations.
Unless otherwise specified, Workday will calculate Payroll based on 26.1 pay periods. For Faculty

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 and A&P positions with a different work and pay distribution periods, it is critical that the
appropriate pay schedule is assigned in Additional Classifications.

Academic Pay Details options include:

• 12-Month Work Period/12-Month Disbursement (former 12/12 with 26.1 pays and factors)
• 9-Month Work Period/12-Month Disbursement (former 9/12 with 19.5 factors and 26 pays)
• 9-Month Work Period/9-Month Disbursement (former 9/9 with 19.5 pays and factors)
• A&P 10-Month (21.7) (A&P positions approved to work 10 months. Annual salary is spread
over 21.7 pays instead of 26.1)
• A&P 9-Month (19.5) (A&P positions approved to work 9 months. Annual salary is spread
over 19.5 pays instead of 26.1)

Reference: Table A: All Job Family Groups, Job Families, and Job Profiles

Academic Appointments
Academic Appointments in Workday are separate from positions. Academic Appointments track a person’s
academic relationships and the characteristics of those relationships, such as rank, promotion dates, contract
type, appointing unit, etc. All faculty, paid or unpaid, have an Academic Appointment in Workday, including
Adjunct faculty.

ACADEMIC AFFILIATES

An Academic Affiliate is a non-compensated individual with faculty privileges. Academic Affiliates

include the following:

• Courtesy Faculty
• Researchers

Academic Appointments and Academic Affiliates are maintained by the Office of the Provost.

Employee Types & Subtypes

TYPES

There are two types of workers in Workday: Employees and Contingent Workers.

1. Employees: Workers that are paid wages (W2) and include paid faculty, student employees,
staff, and retirees.
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 2. Contingent Workers: Workers who are neither paid employees nor Academic Affiliates in
Workday. These include:

• Consultant – An individual who provides services to FGCU as an independent contractor

or working for an independent contractor. For example, a temporary employee from an
employment agency would be a Consultant.
• Fellow – An individual involved in a customized learning experience that enables
participants to immerse themselves in the study and practice of leadership and
experience the culture, policies, and decision-making processes of another institution.
• Honorary – A person having distinction and honor in his or her field who are appointed
by the University President or Provost.
• Trustee – An active member of the FGCU Board of Trustees.
• Intern – A student who receives academic credit or service learning hours and are not
being paid for their work.
• Volunteer – An individual engaged in University activities when there is no employer-
employee relationship between the University and the individual and the individual
gives his or her services freely and gratuitously to the University without pressure,
coercion, or contemplation of pay.

SUBTYPES

Employee sub-types are assigned to the worker position, not the worker, for individuals holding more
than one position. There are four employee sub-types:

1. Fixed Term (Fixed Term): Regular employees whose employment has a specified end date.
Examples include Visiting Faculty, faculty with a fixed term contract, or employees hired to
support the work of a grant

2. Regular: Regular employees with continuous employment.

3. Student (Fixed Term): All student employees, whether hourly or stipend. Student employment
is of a limited term and has an anticipated end date.

4. Temporary (Fixed Term): All non-student OPS positions, including Adjunct Faculty. OPS
employment is of a limited term and has an anticipated end date.

Compensation Actions

ONE TIME PAYMENTS

One Time Payments are approved for limited use. Reasons for One Time Payments include:

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 • Award – A University approved one-time payment that is not added to recurring base
pay. An example is the payment made to SAC executive board members at the end of
their term.
• Bonus – A contractual payment based on identified performance goals. An example is
payments made to athletic coaches at the end of the season based on team conference
performance.
• Commission – Payment authorized by a contract or offer letter that provides payment
based on a percentage of sales.
• Lump Sum – Additional compensation provided as a lump sum rather than added to
base pay. An example would be a one-time University increase.
• Pay Correction – This payment would be created by Human Resources to correct a pay
issue.

In addition to selecting a reason for the One Time Payment, a One Time Payment Plan must be selected.
One Time Payment Plans include:

• Additional Duties - Preapproved additional duties that will be paid in a lump sum rather
than a temporary rate increase or Period Activity Pay.
• Athletics –Bonus payments to members of the Athletics Job Family.
• Commission – All approved Commission payments.
• Moving Expenses – Moving Expenses authorized by the Offer Letter to Executive
Service, Faculty, or A&P employees.
• One Time Increase – University-wide increases that will be paid in a lump sum rather
than added to base compensation.
• Pay Correction – The plan used when adjustments are made for compensation or
payroll errors.
• Taxable Award – Payment for an award, such as the SAC payment to executive board
members.

One Time Payments have payroll taxing and state activity reporting consequences. Therefore, they
should only be used after collaboration with Human Resources.

REQUEST COMPENSATION CHANGE

This action is used to make regular, ongoing changes to an employee’s compensation.

1. Base Salary Change is a change to the employee’s base compensation. Reasons for a Base
Salary Change are:

• Annual Increase – Board of Trustees (BOT) approved increases for all non-contract
employees. Increases using this reason code are submitted by Human Resources only.
• Change in Appointment Months – Used for increases when 9-month faculty are
converting to 12-month appointments, and vice versa. (Note: the conversion rate from
9-month to 12-month is 122.2% and the conversion rate for 12-month to 9-month is
81.8%)

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 • Contract Increase – Used for contractually approved increases such as athletic coaches,
PBA or UFF contracts.
• Correction Decrease – Used when submitting a correction to base salary that results in a
decrease.
• Correction Increase – Used when submitting a correction to base salary that results in
an increase.
• Decrease FTE – Used to decrease the base salary due to a decrease in FTE. For example,
a salaried employee making $50,000 at 100% FTE would be decreased to $37,500 if
working only 30 hours per week, or 75% FTE.
• Discretionary Increase – Any permanent increase based on the College or Division
leader’s discretion.
• Increase FTE – Used to increase the base salary due to an increase in FTE. For example,
a salaried employee making $37,500 at 75% FTE would be increased to $50,000 if
working 40 hours per week, or 100% FTE.
• Job Reclassification – Used when a review by Human Resources indicates that an
employee is performing work within a different job classification; typically initiated by
Human Resources.
• Minimum Wage Increase – Used by Human Resources when initiating state or federal
minimum wage increases.
• Temporary Rate Change – Used when an employee will temporarily be performing
additional duties outside their job profile, such as an Interim appointment.

2. Variable Compensation Change is used to add or change an Allowance. An Allowance is

included in the employee’s Total Compensation but is not included in the base compensation or
base compensation increases.

Allowance types:

• Car Allowance – Included in the Executive Services compensation package. A car

allowance may be approved for other University employees who are required to
extensively use their personal vehicles to perform their jobs.
• Criminal Justice Incentive Pay – This is additional compensation mandated by Florida
statute for law enforcement professionals based on academic credits and degrees.
• Exempt Staff Stipend – Instead of a temporary base pay increase, exempt staff may be
paid a stipend for additional duties or interim appointments.
• Faculty Stipend-Associate Dean – When a faculty member is appointed to an Associate
Dean position, many Colleges choose to pay a $10,000 stipend rather than converting
the salary between in unit and out of unit.
• Faculty Stipend-Chair – Academic Affairs has approved an allowance of up to $4,500 for
faculty appointed to the administrative chair role. At the discretion of the Dean, the
College may pay more or less, depending on the program.
• Faculty Stipend-Director – When a faculty member is appointed as the Director of an
academic Center, an Allowance of $10,000 is typically paid as opposed to a change in
base salary to allow for retreat. However, external hires to out of unit faculty Director
roles do not receive additional compensation above the base pay.

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 • Faculty Stipend-Other – An allowance for all other appointments, such as Interim Dean,
Acting Provost, etc.
• Faculty Stipend-Program Coordinator – An Allowance for an in unit administrative
appointment to serve as the Coordinator of a Program.
• Faculty Stipend-Program Director – An Allowance for an in unit administrative
appointment to serve as the Director of a Program. This is different from an out of unit
administrative appointment as the Director of a Center.
• Housing Allowance – A monthly allowance provided to members of Executive Services,
as negotiated in their contracts.

Period Activity Pay

Period Activity Pay is used when an employee will be paid a flat amount over a short period with a begin and
end date. Being paid by PAP is the same as being paid a salary. In order to be paid by PAP, all FLSA conditions
must be met.
1. Job duties must pass the test for being exempt, i.e. administrative, professional, creative, etc.
Example: Research Assistants may or may not qualify as exempt. A student who was exempt in a
student job (meets requirement for student scholarly exemption), may or may not qualify as exempt
as a non-student OPS. As a non-student OPS, professional exemption status would require
advanced knowledge (higher degree), and higher-level research work with independent decision-
making ability.

2. If job duties meet the requirements for exempt status, the salary must meet the FLSA minimum
salary requirement of $35,705 per year. A job that meets the duty exemption requirements must
still be paid hourly if the employee is not paid at least $35,705 per year.
• FLSA does not allow for proration. Whether the employee works 10 hours per week or 40
hours per week, 15 weeks per year or 52 weeks per year, the minimum annual salary
requirement is $35,705.

• FLSA does provide a few exceptions to the minimum salary requirement – teachers,
coaches, and student scholarly activities. This is why adjuncts, coaches and some of the
student jobs can be paid less than the $35,705.

3. If the job meets both of these requirements, it can be paid as a salary or via PAP. However, a Job
Profile that has been set up as salary must be selected, for example, Adjunct Faculty, Student
Assistant Stipend, OPS Professional, Faculty Overload. If the correct Job Profile is not selected, it
creates a payroll error and payment will not process until corrected.

Exempt status and Period Activity Pay can be tricky. Please consult with Classification & Compensation for
anything out of the ordinary.

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ACADEMIC PERIOD

Think of Academic Period as a filing cabinet; all activities related to an academic semester should be filed
in the appropriate drawer, for example, Spring 2021 (01/11/2021-05/01/2021). Activities that are not
related to an academic term should be filed in the general fiscal year drawer, for example, FY20-21
(07/01/2020-06/30/2021).

A. Academic Period does not tie to Payroll; however, it does tie to reporting. Therefore, consistency
in where activities are ‘filed’ is critical for accurate reporting.

• Only academic activities tied to a CRN use the academic semester Academic Period. For
example, payment for the instructor of record should be created with an academic
semester Academic Period. Consistency will ensure clean reporting, for example ‘All
adjunct faculty teaching Spring 2021 (01/11/2021-05/01/2021)’.

• All other activities use the general fiscal year Academic Period, for example, Resident
Assistants and Instructional Assistants.

B. The Academic Period is the one piece of data that cannot be corrected if the wrong period is
selected. The only option is to cancel and initiate a new Period Activity Pay; please use extreme
care when selecting the Academic Period.

ACTIVITY TYPES

Activity Types are critical for both payroll and reporting. Each activity type is tied to a payroll Earning
Code that drives taxation and eligibility. Activity types are also used by Institutional Research for
mandatory state and federal reporting. The wrong activity type will result in inaccurate payroll
processing and data reporting to compliance agencies.

Below is a summary of the Activity Types and rules for use.

Table: Activity Hierarchy and Rules

Category 001 – Summer Faculty Pay

Activity 001 – Summer Faculty Pay
Used only for 9-month faculty who are
teaching or performing additional
work over the summer. (See HR
Guidelines for Academic Year
Appointment Processing.)

Category 002 – Overload

Activity 002 – Instructional Used only for 9-month or 12-month in
unit faculty who are teaching credits in
excess of a full credit load. (See HR

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Activity 003 – Non-Instructional
Category 003 – Adjunct Pay
Activity 004 – Adjunct Instructional
Category 004 – Student Employment
Activity 005 – Graduate Research
Activity 006 – Graduate Teaching
Activity 007 – Resident Assistants
Activity 008 – Undergraduate Research
Activity 010 – Student Intern
Activity 011 – Undergraduate Teaching
Guidelines for Academic Year
Appointment Processing.)
Used for 9-month or 12-month in unit
faculty for a non-instructional
assignment in excess of a full
appointment (1.0 FTE). (See HR
Guidelines for Academic Year
Appointment Processing.)
Used for OPS, A&P, and out of unit
faculty teaching an academic course as
instructor of record. (See HR
Guidelines for Academic Year
Appointment Processing.)
Used for matriculated master’s level
students participating in a qualified
research study under a faculty
member’s supervision.
Used for qualified matriculated
master’s level students who are the
instructor of record for an academic
course.
Used for students employed as a
Resident Assistant in Housing &
Residence Life.
Used for matriculated undergraduate
students participating in a qualified
research study under a faculty
member’s supervision.
Used when a student will be receiving a
stipend for participation in a qualifying
internship opportunity. (See HR
Guidelines for Academic Year
Appointment Processing.)
Used for undergraduate students in an
approved classroom role that meets
FLSA criteria.
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 Category 005 – Postdoctoral
Activity 009 – Postdoctoral
Category 007 – Continuing Ed Instructional
Activity 012 – Continuing Ed Instructional
Category 008 – OPS Non-Instructional
Activity 013 – OPS Non-Instructional
ACTIVITY TASKS
Activity Tasks provide more detailed coding of Instruction and Research activities that must be provided
on state reports. If Activity Codes 001, 002, 003, 004, 005, 006, 008, or 0012 is used, an appropriate
Activity Task must be selected.
Below is a summary of the Activity Tasks and rules for use.
Table: Activity Tasks and Descriptions
Instructional
Task 11 – Lower Level Instruction
Task 12 – Upper Level Instruction
Task 43 – Lower Level Graduate Instruction
Task 44 – Upper Level Graduate Instruction
Used for employees who have
completed all doctoral coursework and
are performing work for the university
to fulfill degree or licensing
requirements.
Used for employees hired to teach
continuing education or professional
development courses through the
Renaissance Academy or Continuing
Education office.
Used for OPS or A&P employees
performing a non-instructional
assignment in excess of a full
appointment (1.0 FTE).
Used for course numbers that begin
with a 0, 1, or 2.
Used for course numbers that begin
with a 3 or 4.
Used for course numbers that begin
with a 5, 6, 7, or 8 and are required in
a Master’s program.
Used for course numbers that begin
with a 5, 6, 7, or 8 and are required in
a Doctorate program.
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 Non-Instructional
Task 16 – Supervision of Cooperative
Education
Task 22 – Research
Task 22r – Sponsored Research
Task 25 – Other Instructional Effort
Task 47 – University Governance
Coordinating the placement of
students in to supervised work
experience, evaluating student
progress, and counseling.
All research activities other than those
funded by grants or gifts.
Research activities funded by grants or
gifts.
Non-credit generating activities such
as course development or curriculum
planning.
Activities that provide advisory
support to the governance of the
institution.

ADDITIONAL FIELDS

• Comments: required when the Activity Type is 001, 002, 004 or 006. Used by Institutional
Research to tie the activity to the CRN. Other comments may be entered in this field but
the CRN must always be first.

• Activity Start Date: first day the employee will be performing the activity. For activities in
an academic semester Activity Period, except in rare circumstances, the Activity Start Date
should match the first date of the Academic Period.

• Activity End Date: last day the employee will be performing the activity. For activities in an
academic semester Activity Period, except in rare circumstances, the Activity End Date
should match the last date of the Academic Period.

• Work Hours Per Week: When an employee is being paid by Period Activity Pay, Institutional
Research will use the Work Hours Per Week to report FTE. This field is also used to report
hours to the State of FL for calculation of benefit eligibility under the Affordable Care Act.

o Work Hours Per Week for credit generating courses are based on the number of
student contact hours required by accreditation guidelines. Please refer to the
HR Guidelines for the correct hours based on number of credit and term.

• Units Quantity: optional field, with the exception of instructional activities. Units can be
credits, number of students when paid by number of enrollees, etc. Most activities won’t
have a quantity. For instructional activities, this field should include the number of credits
for the CRN to verify accuracy of contact hours per week.

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 • Total Amount: total amount the employee should be paid for the activity. Workday
automatically calculates the number of pay periods and the bi-weekly payment amount.

• Costing Overrides: If the Activity will be paid from the same funding source (AC Worktag) as
the default Organization Assignment the PAP is tied to, a Costing Override does not need to
be completed. If the funding source of an Activity is different, paid from a grant or gift, or
split between two or more sources, a Costing Override must be added. The Costing
Override will apply only to the specific PAP.

• Payment Start Date and End Date –automatically populate from the Activity start and end
dates. Do not change these dates unless ending a Period Activity Pay. Employment law
requires that we pay employees over the term of the work performed, so payment dates
cannot reflect a different period.

Other Employment Actions

ACTUAL END DATE

An Actual End Date is used when the last day of employment or compensation is known. The Actual End
Date will stop all pay after the Actual End Date. This is most commonly used when adding variable
compensation, such as an Allowance.

Example: a 9-month faculty member will serve as Program Coordinator and receive an Allowance of
$3,000 for the academic year. The Actual End Date should be the last day of the academic year to stop
the Allowance from automatically paying after that date.

*Note: An Actual End Date should not be used when an employee is receiving a temporary base salary
change. This will stop payment of all compensation, not just the temporary change.

ADDITIONAL JOB

An Additional Job is any job other than the employee’s Primary Job. The arrows next to Job Title indicate
that the employee holds more than one job. The (+) after the Job Title indicates that it is an Additional
Job.

ANNUAL WORK PERIOD

The Annual Work Period is required for in unit and out of unit faculty positions. The Annual Work Period
defines whether the faculty member works 9-months or 12-months.

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BUSINESS PROCESSES

Business Processes are ‘worksheets’ and approval routing rules that are created to accomplish individual
actions in Workday. Some of the more common Business Processes include:

• Create Position: used to create a NEW position that does not already exist. Create Position is
used for Faculty, SP or A&P positions, not for OPS and Student jobs.

When creating a new position, the Availability Date and Earliest Hire Date are required
entries. The Availability Date is the date that the position should be available for posting. If
this is future dated, Human Resources will not be able to create a Job Requisition to post the
position until the Availability Date. Therefore, it is recommended that you use a current date.
Earliest Hire Date is an estimate of how soon you plan to make a hire. For example, if the
position is contingent upon new fiscal year funds, you would use a date of July 1, 2021.

• Add Job: used to create an Additional Job. Add Job can be used for OPS, student, Faculty
Overloads or A&P teaching as an Adjunct. Add Job will almost always be used in a Job
Management (_JM) Supervisory Organization.

• Job Change is used to make changes to the existing job, including:

o Data Changes- can include Change Job Details, such as

o Changing an employee from Full time to Part time
o Changing the Annual Work Period or Disbursement Plan Period for a faculty
member, for example, changing from 9 / 9 to 9 / 12
o Updating a Job Title or Business Title
o Adding Additional Job Classifications such as a CIP code or Essential Personnel
designation

Data Changes could also be used to update the employee’s primary work location;
for example, an employee is relocating to the Emergent Technologies Institute
facility from the Main Campus.

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 o Demotion- used to change an employee from a higher-level classification to a lower
level classification, such as Assistant Director to Coordinator.
(1) Demotion should not be used for OPS employees.
(2) Demotion should only be used after consultation with Human Resources.

o Lateral Move- used to move an employee from one position to an equally classified
position. For example, an Administrative Specialist in the Department of Biological
Sciences moving to an Administrative Specialist position in the Department of
Chemistry & Physics.
(1) Lateral Move should not be used for OPS employees.

o Promotion- used when an employee is changing to a higher-level classification

through an open recruitment or a position reclassification. For example, a
Coordinator I position that is being assigned higher level responsibility and
reclassified to a Coordinator II.
(1) Promotion should not be used for OPS employees.

o Transfer- most commonly used to move an employee to report to another Manager.

(1)Transfer should not be used for OPS employees. Contact Human Resources to
move OPS employees to a different Manager.

• End Job is used to end an Additional Job. It cannot be used to end the Primary Job. End Job is
either Involuntary or Voluntary.
Reasons for an Additional Job to be ended as Involuntary include:
• An assignment is complete. For example, an employee was hired to complete
research on a grant and the grant has expired.
• Budget reduction
• Poor job performance. *NOTE: Poor job performance should never be used to end
an additional job for a faculty member or regular employee without first discussing
the issue with Employee Relations.

Reasons for an Additional Job to be ended as Voluntary include:

• The employee was dissatisfied with the job
• The employee gave notice to take a different job
• Personal reasons, such as the employee’s schedule has changed and they can no
longer work the additional job

• Terminate Employee is used to end both the employee’s Primary Job and the active
employment of the individual. Terminate Employee is either Involuntary or Voluntary.

All Involuntary terminations will route to the Associate Vice President of Human Resources
for approval. An employee should not be terminated Involuntary without discussing with
Employee Relations.

Page | 17 of 45
Reasons for an Involuntary termination include:
• Death of the employee
• The employee failed the probationary period
• A non-resident employee is working on a temporary work visa and is no longer
authorized to work
• Poor job performance
• Workforce reduction, such as position cuts and layoffs

Reasons for a Voluntary termination include:

• Employee was dissatisfied with the job
• End of an appointment such as a Visiting Faculty on a fixed one year contract
• Failure to return from a leave; for example, following an injury the employee decides
not to return to work and go on disability
• Family reasons, such as to care for a sick family member
• Student employee graduates
• Employee abandons their job per University policies and regulations
• Employee moves out of state
• Employee has accepted other employment
• Employee is retiring

When an employee terminates, three dates are required:

1. Termination Date- actual effective date of the termination

2. Last Day of Work- last day the employee physically worked

3. Pay Through Date- always 14 days after Termination Date; this keeps employee
payroll open to allow the payout of accrued leave.

Example: a 9-month faculty member would have a Termination Date of August 6, the last day
of the contract. However, their Last Day of Work would be May 6 (or the last day of the
Spring Semester). The Pay Through Date would be August 6th plus 14 days, or August 20th.

Finally, all Terminations ask if the loss is Regrettable. Regrettable loss is the new metric for
employee turnover. Not all employee turnover is bad, so we want to look at regrettable
losses, or employees who were valuable contributors to the University or who had
institutional knowledge that will be lost.

Page | 18 of 45
BUSINESS TITLE

Business Title is what is typically thought of as a Working Title. The Business Title is what feeds to the
University directory. Often, it is the same as the Job Title; however, sometimes it is desired that the title
that appears in the Directory is different than the Job Title.

Example: The Dean of the College of Synchronized Swimming’s Job Title is Dean / Professor. However,
she wants it to appear in the Directory as Dean, College of Synchronized Swimming. To do so, the
Business Title would be updated.

DEFAULT WEEKLY HOURS

Default Weekly Hours are the standard weekly work hours for an employer. At FGCU, the Default Weekly
Hours are 40. This is a very important number in the calculation of FTE, so the Default Weekly Hours
should never be changed.

DISBURSEMENT PERIOD

The Disbursement Period is required for in-unit and out-of-unit faculty positions. The Disbursement
Period defines whether the faculty member is paid over 9-months or 12-months.

END EMPLOYMENT DATE

The End Employment Date, also known as Expected End Date, is for reporting purposes only; it is not used
to terminate a job.

• Regular employment: leave blank.

• Fixed Term employment: end date of the contract or agreement.
• OPS, Student, or Contingent Workers: End Employment Date should be the actual
end date if known; for example, the last day of the academic year. If actual end date
is not known, use the last day of the current fiscal year.

FTE

FTE is an acronym for Full Time Equivalent, a very important metric for reporting and funding. FTE is
calculated by Scheduled Weekly Hours / Default Weekly Hours.

Example: Organization ABC has three employees. Mary works 40 hours per week. Her FTE is 40 / 40, or
1.0. Curt and Susie each work 20 hours per week. Their FTE is 20 / 40, or 0.5 each. The three employees
together represent 2 Full Time Equivalent employees.

Page | 19 of 45
JOB TITLE

The Job Title defaults from the Job Profile. The Job Title updates the position number and appears on the
employee profile. It is important that the Job Title is updated when the Job Profile title is generic.

Example: if you are adding a job with the Job Profile of Student Assistant Hourly, the Job Title will default
to Student Assistant Hourly. On the employee profile Overview, the Job and Business Title will appear as:

The Job Title is also what appears on the employee timesheet. If you leave the Job Title generic, it will be
confusing for students with multiple jobs to clock in to the correct job. For this reason, it is important to
provide a Job Title that is reflective of the job. For example:

LOCATION

The Location is one of the eleven FGCU campuses or centers, i.e. Buckingham Center, Emergent
Technologies Institute (ETI), Main Campus, Vestor Field Station, etc. For the majority of employees,
Location will be Main Campus. Work Space is the specific building, floor, and room.

PAY RATE TYPE

Options are Hourly or Salary. Pay Rate Type must match the Job Profile selected. Whether the position is
hourly or salaried is tied to the Job Profile and has been determined by Human Resources to meet FLSA
requirements.

Example: if the Job Profile selected is Student Assistant Hourly, the Pay Rate Type must be Hourly.
Similarly, if the Job Profile is Coordinator, Business Services from the Administrative Operations (A&P) Job
Family, the Pay Rate Type must be Salary.

Page | 20 of 45
PRIMARY JOB

If an employee has more than one job, Workday requires one of the Jobs to be designated as Primary; this
is the default appearing on the employee’s profile. The arrows indicate that there is more than one job.

SCHEDULED WEEKLY HOURS

Scheduled Weekly Hours is the anticipated number of hours an employee will work per week. This is a
very important number in the calculation of FTE.

If a job is paid by Period Activity Pay only, such as Adjunct Faculty, indicate “0” as the Scheduled Weekly
Hours. Hours for periodic employment are captured on the Period Activity Pay form for the individual
assignment. Including these hours on Scheduled Weekly Hours may result in inaccurate calculation of
organization FTE and employee benefit eligibility.

TIME TYPE
Time Type indicates whether an employee is Full-Time or Part-Time.

• Full time is 30 hours or more per week.

• Part time is 29 hours or less per week.

Cost Centers and Costing Allocations

Workday Cost Centers form the financial hierarchy at FGCU, similar to the people hierarchy of Supervisory
Organizations. Workday uses a string of Worktags to define each budget and record expenditures. As
Supervisory Organizations define how actions are routed for approval, the Cost Center hierarchy defines how
financial transactions are routed and approved.

Components of the hierarchy include Cost Center (CCXXXX), Program (PGXXX), Fund (FDXXXX), and Activity
(ACXXXX). *NOTE: Think of the Cost Center hierarchy as the ‘FOAPAL’.

PRIMARY WORKTAG

A Primary Worktag is a unique code that will automatically populate the remaining Worktags in the
string. The primary tag to use depends on the type of account.

Page | 21 of 45
 Table: Primary Tag by Account Type

The Primary Tag allows you to enter one code that will automatically populate the remainder of the
Worktags and eliminate Cost Center/Fund/Program code errors. Once you enter a Primary Tag, DO NOT
manually overwrite any of the auto-populated Worktags, as it will create an accounting error.

For more information on the Cost Center Hierarchy, Worktags, and budget, please refer to the Budget
Training Manual (www.fgcu.edu/budgetoffice/).

ORGANIZATION ASSIGNMENT

The Organization Assignment is the default funding source for the employee position.

• When creating the Organization Assignment, the Primary Tag is the Activity Code (ACXXXX).
This is the only code that needs to be entered.

• On the Assign Organizations worksheet, there is no option to enter a Grant or Gift Worktag; the
default Organization Assignment must be one of the Funds using the Activity Code. Costing for
Grant or Foundation funded positions is not defined on the Organization Assignment, it is
defined in the Costing Allocation.

o The ‘Dummy’ Grants Activity Code (AC3999) or ‘Dummy’ Gifts Activity Code
(AC2999) should NOT be used on the Organization Assignment. Use the operational
fund Activity Code that any payroll costs will be paid from if/when grant or gift funds
run out.

Page | 22 of 45
 • Organization Assignments do not allow split funding. The Organization Assignment is the
primary Cost Center, and split funding is defined on the Costing Allocation.

COSTING ALLOCATION

The Costing Allocation is used to temporarily override the default Organization Assignment, identifying
costing splits, or identifying payments made from Grants or Gifts.

• If the Organization Assignment reflects the correct funding, there is no need to create a Costing
Allocation, and it is recommended that you do not. If there are then changes, it requires
updating funding information in two locations instead of one. It can also lead to accounting
errors that require additional steps to correct.

o If no Costing Allocation exists, you may ‘Skip’ this task using the Gear icon in your
Workday Inbox.

Allocation of costing happens at many levels: Worker/Position and Worker/Position/Earning.

• Costing Allocations most commonly happen at the Worker/Position (Job) level.

• When a specific part of an employee’s compensation has a separate costing requirement, a

Costing Allocation can be assigned to that earning directly at the Worker/Position/Earning level.

Example: an employee’s salary is paid from AC1020 Athletics Administration Operations. The
Athletics Foundation is providing a car allowance to be paid from the Foundation account. The
Organization Assignment would be created using the Activity Code AC1020. A Costing Allocation
does not need to be created for the salary because the Organization Assignment is correct.
However, a Costing Allocation is needed to allocate the Earning (i.e. Car Allowance) to the
Foundation account. In this case, you would open the Earning menu, select Car Allowance, and
create an Allocation using the applicable Gift (GFXXXXX) tag.

Page | 23 of 45
APPENDIX
Table A: All Job Family Groups, Job Families, and Job Profiles

JOB FAMILY GROUP: ADMINISTRATIVE & PROFESSIONAL

Pay Rate
Job Family Job Profile Comments
Type
Academic Programs Coordinator I Salary
Academic Programs Coordinator II Salary
Academic Support Coordinator I Salary
Academic Support Coordinator II Salary
Assistant Curator Salary
Assistant Director, Academic & Curriculum Support Salary
Assistant Director, Academic Advising Salary
Assistant Director, Academic Programs Salary
Assistant Director, International Services Salary
Assistant Director, Outreach Salary
Assistant Director, SBDC Salary
Associate Director, Academic & Curriculum Support Salary
Academic Support (A&P)

Associate Director, Academic Programs Salary

Associate Director, International Services Salary
Associate Director, Outreach Salary
Associate Vice President, Academic Support Salary
Coordinator, Internships Salary
Degree Works Analyst Salary
Director, Academic & Curriculum Support Salary
Director, Academic Programs Salary
Director, International Services Salary
Director, Outreach Salary
Director, SBDC Salary
ELLM Literacy Coach I Salary
ELLM Literacy Coach II Salary
Gallery Director Salary
International Services Coordinator Salary
International Services Coordinator II Salary
Manager, SBDC Salary
Outreach Coordinator I Salary
Outreach Coordinator II Salary
Senior Director, Academic Programs Salary
Small Business Advisor I Salary
Small Business Advisor II Salary

Page | 24 of 45
 Pay Rate
Job Family Job Profile Comments
Type
Accountant I Salary
Accountant II Salary
Accountant III Salary
Accounts Receivable Analyst Salary
Administrative Assistant II Salary
Assistant Controller Salary
Assistant Director, Board Operations Salary
Assistant Director, Business Services Salary
Assistant Director, Campus Reservations Salary
Assistant Director, Finance & Accounting Salary
Assistant Director, Human Resources Salary
Assistant Director, Institutional Equity & Compliance Salary
Assistant Director, Internal Audit Salary
Administrative Operations (A&P)

Assistant Director, Operations Salary

Assistant Director, Procurement Salary
Assistant Director, University Budgets Salary
Assistant General Counsel Salary
Assistant Ombuds Salary
Assistant Payroll Manager Salary
Assistant University Bursar Salary
Assistant Vice President, Administrative Services &
Salary
Finance
Assistant Vice President, Finance Salary
Assistant Vice President, Human Resources Salary
Assistant Vice President, Strategic Initiatives Salary
Assistant Vice President, University Budgets Salary
Associate Controller Salary
Associate Director, Business Services Salary
Associate Director, Campus Reservations Salary
Associate Director, Finance & Accounting Salary
Associate Director, Human Resources Salary
Associate Director, Operations Salary
Associate Director, Procurement Salary
Associate Director, University Budgets Salary
Associate General Counsel Salary
Associate University Bursar Salary
Page | 25 of 45
 Pay Rate
Job Family Job Profile Comments
Type
Associate Vice President, Administrative Services &
Salary
Finance
Associate Vice President, Human Resources Salary
Budget Manager I Salary
Budget Manager II Salary
Business Manager I Salary
Business Manager II Salary
Controller's Office Coordinator Salary
Coordinator, Business Services Salary
Coordinator, University Calendar Salary
Director, Business Services Salary
Director, Campus Reservations Salary
Director, Finance & Accounting Salary
Director, Human Resources Salary
Administrative Operations (A&P)

Director, Institutional Equity & Compliance Salary

Director, Internal Audit Salary
Director, Little Eagles Learning Center (inactive) Salary
Director, Operations Salary
Director, Procurement Salary
Director, University Budgets Salary
Event Planning Coordinator I Salary
Event Planning Coordinator II Salary
Executive Assistant Salary
Financial Analyst I Salary
Financial Analyst II Salary
Human Resources Analyst I Salary
Human Resources Analyst II Salary
Human Resources Coordinator I Salary
Human Resources Coordinator II Salary
Human Resources Generalist I Salary
Human Resources Generalist II Salary
Institutional Equity & Compliance Coordinator Salary
Internal Auditor I Salary
Internal Auditor II Salary
Internal Auditor III Salary
Investigator I Salary
Page | 26 of 45
 Pay Rate
Job Family Job Profile Comments
Type
Investigator II Salary
Legal Assistant III Salary
Manager, Campus Reservations Salary
Manager, Data Management & Analysis Salary
Manager, Finance & Accounting Salary
Manager, Human Resources Salary
Administrative Operations (A&P)

Manager, Institutional Equity & Compliance Salary

Manager, Internal Audit Salary
Manager, Procurement Salary
Payroll Analyst Salary
Payroll Manager Salary
Procurement Coordinator I Salary
Procurement Coordinator II Salary
Project Manager Salary
Senior Associate Controller Salary
Staff Attorney I Salary
Staff Attorney II Salary
Teacher II Salary
University Bursar Salary
University Controller Salary
University Ombuds Salary
Alumni Relations Officer I Salary
Alumni Relations Officer II Salary
Assistant Director, Alumni Relations Salary
Assistant Director, Development Salary
Advancement (A&P)

Assistant Director, Events & Special Projects Salary

Assistant Director, Stewardship Salary
Assistant Vice President, Development Salary
Associate Director, Development Salary
Development Officer I Salary
Development Officer II Salary
Director, Alumni Relations Salary
Director, Development Salary
Director, Events & Special Projects Salary
Director, Stewardship Salary
Events Coordinator I Salary
Page | 27 of 45
 Pay Rate
Job Family Job Profile Comments
Type
Events Coordinator II Salary
Prospect Researcher Salary
Senior Associate Vice President, Development Salary
Stewardship Officer I Salary
Stewardship Officer II Salary
Assistant Athletics Coach I Salary
Assistant Athletics Coach II Salary
Assistant Athletics Director Salary
Assistant Director, Athletics Operations Salary
Assistant Strength & Conditioning Coach Salary
Associate Athletics Director Salary
Associate Director, Athletics Operations Salary
Associate Head Athletic Trainer Salary
Associate Head Coach Salary
Associate Strength & Conditioning Coach Salary
Athletic Trainer I Salary
Athletic Trainer II Salary
Athletics Director Salary
Athletics Operations Coordinator I Salary
Athletics (A&P)

Athletics Operations Coordinator II Salary

Deputy Athletics Director Salary
Director, Athletics Operations Salary
Director, Sports Operations Salary
Head Athletic Trainer Salary
Head Coach Salary
Head Strength & Conditioning Coach Salary
Manager, Athletics Operations Salary
Senior Associate Athletics Director Salary
Assistant Director, Government Relations Salary
Communications

Assistant Director, Marketing & Communication Salary

Assistant Director, University Relations Salary
(A&P)

Associate Director, Marketing & Communication Salary

Associate Vice President, Marketing &
Salary
Communication
Associate Vice President, University Relations Salary
Creative Director Salary
Page | 28 of 45
 Pay Rate
Job Family Job Profile Comments
Type
Creative Manager Salary
Director, Marketing & Communication Salary
Director, University Relations Salary
Editor Salary
Graphic Designer I Salary
Graphic Designer II Salary
Legislative Analyst Salary
Communications (A&P)

Legislative Coordinator I Salary

Legislative Coordinator II Salary
Manager, Marketing & Communication Salary
Marketing & Communication Coordinator I Salary
Marketing & Communication Coordinator II Salary
Multimedia Specialist I Salary
Multimedia Specialist II Salary
Production Manager Salary
Senior Director, Marketing & Communication Salary
Social Media Specialist I Salary
Social Media Specialist II Salary
University Relations Coordinator Salary
Writer I Salary
Writer II Salary
Assistant Director, Facilities Planning Salary
Assistant Director, Maintenance & Operations Salary
Assistant Vice President, Physical Plant Salary
Associate Director, Maintenance & Operations Salary
Facilities (A&P)

Contract Administrator Salary

Coordinator, Facilities Contracts Salary
Coordinator, Space Inventory Salary
Director, Facilities Planning Salary
Director, Physical Plant Salary
Grounds Superintendent Salary
Maintenance Superintendent Salary
Project Manager I Salary
Project Manager II Salary

Page | 29 of 45
 Pay Rate
Job Family Job Profile Comments
Type
Advanced Practice Registered Nurse Salary
Assistant Director, CAPS Salary
Assistant Director, Prevention & Wellness Salary
Assistant Director, Student Health Services Salary
Assistant Medical Director Salary
Associate Director, Prevention & Wellness Salary
Associate Director, Student Health Services Salary
Clinical Director, CAPS Salary
Director, Health Education Salary
Health & Prevention (A&P)

Director, Prevention & Wellness Salary

Director, Student Health Services Salary
Health Educator I Salary
Health Educator II Salary
Medical Director Salary
Peer Education Coordinator I Salary
Peer Education Coordinator II Salary
Physician Salary
Psychiatrist Salary
Senior Director, Counseling & Wellness Salary
Staff Clinician I Salary
Staff Clinician II Salary
Staff Clinician III Salary
Staff Psychologist I Salary
Staff Psychologist II Salary
Staff Psychologist III Salary
Substance Abuse Counselor Salary
Applications Developer Analyst I Salary
Information Technology

Applications Developer Analyst II Salary

Services (A&P)

Applications Developer Analyst III Salary

Applications Programmer I Salary
Applications Programmer II Salary
Applications Programmer III Salary
Assistant Director, Information Technology Salary
Assistant Director, Instructional Technology Salary
Associate Director, Information Technology Salary

Page | 30 of 45
 Pay Rate
Job Family Job Profile Comments
Type
Business Analyst I Salary
Business Analyst II Salary
Business Analyst III Salary
Chief Information Officer Salary
Director, Information Technology Salary
Director, Instructional Technology Salary
Enterprise Applications Trainer I Salary
Enterprise Applications Trainer II Salary
Information Security Analyst I Salary
Information Security Analyst II Salary
Information Security Analyst III Salary
Information Technology Services (A&P)

Instructional Designer I Salary

Instructional Designer II Salary
Instructional Designer III Salary
Instructional Technician I Salary
Instructional Technician II Salary
Instructional Technician III Salary
IT Project Manager I Salary
IT Project Manager II Salary
Manager, Audio Visual Salary
Manager, Information Technology Salary
Network Engineer I Salary
Network Engineer II Salary
Network Engineer III Salary
Senior Director, Information Technology Salary
Systems Administrator I Salary
Systems Administrator II Salary
Systems Administrator III Salary
User Support Analyst Salary
Web Designer I Salary
Web Designer II Salary
Web Developer I Salary
Web Developer II Salary

Page | 31 of 45
 Pay Rate
Job Family Job Profile Comments
Type
Assistant Director, Institutional Research & Analysis Salary
Institutional Effectiveness

Associate Director, Institutional Research & Analysis Salary

Data Management Analyst I Salary
Data Management Analyst II Salary
(A&P)

Data Management Analyst III Salary

Data Scientist Salary
Director, Data Analytics Salary
Director, Institutional Research & Analysis Salary
Manager, Institutional Research & Analysis Salary
Assistant Director, Public Safety Salary
Enforcement

Captain Salary
(A&P)
Law

Director, Public Safety Salary

Lieutenant Salary

Library Coordinator I Salary

Services
Library

(A&P)

Library Coordinator II Salary

Library Manager Salary

Associate General Manager Salary

Broadcast Programming Manager Salary
Chief Engineer Salary
Digital Media Coordinator Salary
Public Broadcasting (A&P)

Director, Video Production Services Salary

Executive Producer Salary
General Manager Salary
Media Sales Coordinator I Salary
Media Sales Coordinator II Salary
News Director Salary
Producer I Salary
Producer II Salary
Reporter Host I Salary
Reporter Host II Salary
TV Director Salary

Page | 32 of 45
 Pay Rate
Job Family Job Profile Comments
Type
Assistant Director, Environmental Health & Safety Salary
Associate Director, Environmental Health & Safety Salary
Public Safety (A&P)

Director, Emergency Management Salary

Director, Environmental Health & Safety Salary
Emergency Management Coordinator I Salary
Emergency Management Coordinator II Salary
Environmental Health & Safety Coordinator I Salary
Environmental Health & Safety Coordinator II Salary
Environmental Health & Safety Coordinator III Salary
Assistant Director, Research Salary
Research & Laboratories

Assistant Director, Research & Sponsored

Salary
Programs
Director, Research & Sponsored Programs Salary
GIS Analyst I Salary
(A&P)

GIS Analyst II Salary

Grant Coordinator I Salary
Grant Coordinator II Salary
Grant Writer Salary
Lab Coordinator I Salary
Lab Coordinator II Salary
Laboratories
Research &

Lab Manager Salary

(A&P)

Research Lab Coordinator I Salary

Research Lab Coordinator II Salary
Research Lab Manager Salary
Academic Advisor I Salary
Use this Job Profile for
Student Success & Enrollment

Academic Advisor II Salary Academic Advisors hired after

Academic Advisor III Salary July 1, 2018 who will be
classified as A&P.
Management (A&P)

Academic Success Coach Salary

Adaptive Services Coordinator I Salary
Adaptive Services Coordinator II Salary
Admissions Coordinator I Salary
Admissions Coordinator II Salary
Admissions Recruiter I Salary
Admissions Recruiter II Salary
Assistant Dean of Students Salary
Assistant Director, Adaptive Services Salary
Page | 33 of 45
 Pay Rate
Job Family Job Profile Comments
Type
Assistant Director, Admissions Salary
Assistant Director, Campus Recreation Salary
Assistant Director, Career Services Salary
Assistant Director, Financial Aid Salary
Assistant Director, SSEM Salary
Assistant Director, University Housing Salary
Assistant University Registrar Salary
Assistant Vice President, SSEM Salary
Associate Dean of Students Salary
Associate Director, Admissions Salary
Student Success & Enrollment Management (A&P)

Associate Director, Campus Recreation Salary

Associate Director, Career Services Salary
Associate Director, Financial Aid Salary
Associate Director, SSEM Salary
Career Services Advisor II Salary
Career Services Coordinator I Salary
Career Services Coordinator II Salary
Dean of Students Salary
Director, Adaptive Services Salary
Director, Admissions Salary
Director, Advising Salary
Director, Campus Recreation Salary
Director, Career Services Salary
Director, Financial Aid Salary
Director, SSEM Salary
Director, Testing & Assessment Salary
Director, University Housing Salary
Enrollment Coordinator I Salary
Enrollment Coordinator II Salary
Financial Aid Advisor I Salary
Financial Aid Advisor II Salary
Financial Aid Coordinator I Salary
Financial Aid Coordinator II Salary
Housing Coordinator I Salary
Housing Coordinator II Salary

Page | 34 of 45
Manager, Financial Aid Salary
Manager, SSEM Salary
Resident Director Salary
Senior Director, SSEM Salary
SSEM Coordinator I Salary
SSEM Coordinator II Salary
Student Media Advisor Salary
Testing & Assessment Coordinator I Salary
Testing & Assessment Coordinator II Salary
University Registrar Salary

Page | 35 of 45
JOB FAMILY GROUP: EXECUTIVE SERVICE

Pay Rate
Job Family Job Profile Comments
Type
Director, Government Relations Salary
Executive

General Counsel Salary

Provost Salary
University President Salary
Vice President Salary

JOB FAMILY GROUP: FACULTY

Pay Rate
Job Family Job Profile Comments
Type
Academic Advisor I Salary Use these Job Profiles for
Academic Advisors hired prior
Academic Advisor II Salary
to July 1, 2018 who are
Academic Advisor III Salary classified as faculty.
Assistant Professor Salary
Associate Professor Salary
Clinical Assistant Professor Salary
Clinical Associate Professor Salary
Clinical Professor Salary
In Unit Faculty

Distinguished Professor Salary

Eminent Scholar Salary
Faculty Assistant to Salary
Use this Job Profile for all In
Unit faculty who are teaching
or other work above their
Faculty Overload Salary
course load requirement. This
Job Profile applies to
Additional Jobs only.
Instructor I Salary
Instructor II Salary
Instructor III Salary
Lecturer Salary
Professor Salary
Research Associate Salary

Page | 36 of 45
 Pay Rate
Job Family Job Profile Comments
Administration Type
Assistant Program Director Salary
In Unit Faculty

Associate Program Director Salary Use these Job Profiles for In

Unit faculty who are receiving
an Allowance for an
Coordinator Salary administrative appointment.

Program Director Salary

Associate University Librarian Salary

Librarian
In Unit

Asst University Librarian Salary

University Librarian Salary

Assistant Dean Salary

Assistant Director Salary
Out of Unit Faculty

Assistant Vice President Salary Use these Job Profiles for

Administration

Out of Unit faculty whose

Associate Dean Salary primary responsibilities are
administrative. Faculty in
Associate Director Salary
these Job Profiles may or
Associate Vice President Salary may not receive an Allowance
for the administrative
Chair Salary appointment.
Dean Salary
Director Salary
Assistant Director Salary
Out of Unit
Library

Associate Director, Library Salary

Department Head Library Salary
Director, Library Salary

Page | 37 of 45
JOB FAMILY GROUP: NON COMPENSATED APPOINTMENTS

Pay Rate
Job Family Job Profile Comments
Type
Contingent

Use this Job Profile for non-

Worker

compensated Consultants,
Contingent Workers NA
Fellows, Honorary, Trustee,
Intern, or Volunteer.

Page | 38 of 45
JOB FAMILY GROUP: OTHER PERSONNEL SERVICES

Pay Rate
Job Family Job Profile Comments
Type
Adjunct

Use this Job Profile for non-

student OPS, A&P, or Out of
Adjunct Faculty Salary
Unit faculty who are teaching
a credit course with a CRN.

OPS - Administration & Managerial Salary

OPS - Clerical & Secretarial Hourly
OPS - Coach Salary
OPS - Coach (Hourly) Hourly
Non Student OPS

Use this Job Profile for OPS

who meet FLSA requirements
to be classified as Exempt.
OPS - Other Professional Salary
Must meet minimum salary
requirement of $35,705
annually.
OPS - Other Professional (Hourly) Hourly
OPS - Services/Maintenance Hourly
OPS - Skilled Craft Hourly
OPS - Technical/Paraprofessional Hourly
Postdoctoral Associate Salary
Graduate Assistant Hourly Hourly
Graduate Research Assistant Salary
Student

Graduate Teaching Assistant Salary

Student Assistant Hourly Hourly
Only jobs identified in the HR
Guidelines as Student
Student Assistant Stipend Salary
Scholarly can be paid by
Stipend.
Graduate Assistant -Federal Work Study Hourly
Work Study

Student Assistant - Federal Work Study
Student Assistant - Florida Work Experience
Program (FWEP)
Student Assistant - FWS Community Service
Student Assistant - FWS Family Literacy
Hourly The majority of Work Study
will use the Federal Work
Hourly Study Job Profile. Financial
Aid must provide approval to
Hourly use any other Job Profile.
Hourly

Page | 39 of 45
JOB FAMILY GROUP: SUPPORT STAFF

Pay Rate
Job Family Job Profile Comments
Type
Academic Programs Specialist I Hourly
Support (SP)

Academic Programs Specialist II Hourly

Academic

Degree Works Specialist Hourly

International Services Specialist Hourly
Math Lab Specialist Hourly
Outreach Specialist Hourly
Accounting Specialist I Hourly
Accounting Specialist II Hourly
Accounts Receivable Specialist I Hourly
Accounts Receivable Specialist II Hourly
Administrative Assistant Hourly
Administrative Specialist Hourly
Budget Specialist I Hourly
Budget Specialist II Hourly
Business Services Specialist I Hourly
Administrative Operations (SP)

Business Services Specialist II Hourly

Campus Greeter Hourly
Cashier I Hourly
Cashier II Hourly
Cashier Supervisor Hourly
Coordinator, Campus Food Pantry Hourly
Event Planner/Scheduler I Hourly
Event Scheduler II Hourly
Fiscal Specialist I Hourly
Fiscal Specialist II Hourly
Human Resources Assistant Hourly
Human Resources Specialist I Hourly
Human Resources Specialist II Hourly
Institutional Equity & Compliance Specialist Hourly
Legal Assistant I Hourly
Legal Assistant II Hourly
Manager, Parking Services Hourly
Office Assistant Hourly

Page | 40 of 45
 Pay Rate
Job Family Job Profile Comments
Type
Parking Services Representative I Hourly
Administrative Operations

Parking Services Representative II Hourly

Payroll Specialist I Hourly
Payroll Specialist II Hourly
(SP)

Procurement Specialist I Hourly

Procurement Specialist II Hourly
Program Assistant Hourly
Supervisor, Parking Services Hourly
Teacher I Hourly
Advancement Services Associate Hourly
Advancement

Advancement Specialist Hourly

(SP)

Marketing Specialist I Hourly

Communications

Marketing Specialist II Hourly

(SP)

Building Systems Control Technician Hourly

Food Service Maintenance Mechanic Hourly
Grounds Supervisor Hourly
Groundskeeper I Hourly
Groundskeeper II Hourly
Groundskeeper III Hourly
Facilities (SP)

Handler I Hourly
Handler II Hourly
HVAC Mechanic I Hourly
HVAC Mechanic II Hourly
HVAC Mechanic III Hourly
HVAC Technician I Hourly
HVAC Technician II Hourly
HVAC Technician III Hourly
Locksmith Hourly

Page | 41 of 45
 Pay Rate
Job Family Job Profile Comments
Type
Maintenance Supervisor Hourly
Maintenance Technician I Hourly
Maintenance Technician II Hourly
Maintenance Technician III Hourly
Facilities (SP)

Manager, Central Receiving Hourly

Painter Hourly
Pool Maintenance Specialist Hourly
Records Management Specialist Hourly
Sign Maker Hourly
Supervisor, Central Receiving Hourly
WMC Specialist I Hourly
WMC Specialist II Hourly
Client Services Assistant Hourly
Health Information Specialist I Hourly
Health Information Specialist II Hourly
Immunization Records Specialist Hourly
Licensed Practical Nurse I Hourly
Health & Prevention (SP)

Licensed Practical Nurse II Hourly

Licensed Practical Nurse III Hourly
Medical Assistant Hourly
Medical Office Assistant I Hourly
Medical Office Assistant II Hourly
Medical Office Supervisor Hourly
Nutritionist Hourly
Peer Education Specialist Hourly
Registered Nurse I Hourly
Registered Nurse II Hourly
Registered Nurse III Hourly
Registered Nurse Supervisor Hourly
Audio Visual Technician I Hourly
Services (SP)
Technology
Information

Audio Visual Technician II Hourly

Audio Visual Technician III Hourly
Desktop Support Technician I Hourly
Desktop Support Technician II Hourly
Desktop Support Technician III Hourly

Page | 42 of 45
 Pay Rate
Job Family Job Profile Comments
Type
Telecommunications Technician I Hourly
Telecommunications Technician II Hourly
Telecommunications Technician III Hourly
Telephone Operator Hourly
User Support Specialist I Hourly
User Support Specialist II Hourly
User Support Specialist III Hourly
Data Management Specialist I Hourly
Enforcement Effectiveness
Institutional

Data Management Specialist II Hourly

(SP)

Law Enforcement Investigator Hourly

(Union)

Law Enforcement Officer Hourly

Law

Sergeant Hourly

Library Assistant Hourly

Services
Library

Library Specialist I Hourly

(SP)

Library Specialist II Hourly

Library Supervisor Hourly
Broadcast Technician I Hourly
Broadcast Technician II Hourly
Public Broadcasting (SP)

Broadcast Technologist I Hourly

Broadcast Technologist II Hourly
Broadcast Technologist Supervisor Hourly
Media Sales Specialist I Hourly
Media Sales Specialist II Hourly
Production Associate I Hourly
Production Associate II Hourly
Traffic Manager I Hourly
Traffic Manager II Hourly
Video Production Specialist Hourly

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 Pay Rate
Job Family Job Profile Comments
Type
Environmental Health & Safety Specialist I Hourly
Environmental Health & Safety Specialist II Hourly
Public Safety

Fire and Life Safety Inspector Hourly

(SP)

Police Communications Operator I Hourly

Police Communications Operator II Hourly
Police Communications Supervisor Hourly
Security Guard I Hourly
Security Guard II Hourly
Grant Specialist I Hourly
Research & Laboratories

Grant Specialist II Hourly

Lab Technician I Hourly
Lab Technician II Hourly
(SP)

Lab Technician III Hourly

Laboratory Assistant Hourly
Research Lab Technician I Hourly
Research Lab Technician II Hourly
Research Lab Technician III Hourly
Adaptive Services Specialist I Hourly
Adaptive Services Specialist II Hourly
Student Success & Enrollment Management (SP)

Admissions Evaluator I Hourly

Admissions Evaluator II Hourly
Admissions Processor I Hourly
Admissions Processor II Hourly
Call Center Representative Hourly
Career Services Specialist Hourly
Enrollment Assistant I Hourly
Enrollment Assistant II Hourly
Enrollment Specialist I Hourly
Enrollment Specialist II Hourly
Financial Aid Assistant Hourly
Financial Aid Specialist Hourly
Housing Specialist I Hourly
Housing Specialist II Hourly
SSEM Specialist I Hourly
SSEM Specialist II Hourly
Testing & Assessment Specialist Hourly
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Page | 45 of 45