Contents
Catalog Links
Share

4.15.13 Appointments

A. Purpose

To provide a definition for appointments at the University.

B. Persons Affected

This policy applies to all University of Texas at Tyler (UTT) employees.

C. Definitions

N/A

D. Policy

Employees at the University shall be designated as regular, part-time, temporary or PRN employee status.  Employees shall be assigned a working status as "Regular" unless the following applies: 

An employee's status is "part-time" and/or "temporary" if:

  • Appointed for a period of less than four and one-half (4-1/2) months;
  • Appointed to work less than twenty (20) hours per week (less than 50% time);
  • Appointed to a PRN position; or
  • Appointed to work a fixed-term period for less than 4-1/2 months in the fiscal year.

Part-time, temporary or PRN employees are ineligible for:

  • Paid leaves for regular employees (e.g., sick, vacation, holiday time)
  • Insurances, premium sharing, UTFLEX and retirement benefits

Part-time, temporary or PRN employees are eligible for:

  • Jury and Military leave
  • Participation in Tax Sheltered Annuity programs.

All employees are entitled to Worker's Compensation and Unemployment Compensation, regardless of their status or type of appointment.

DATES OF APPOINTMENT

Beginning Dates of Appointment

The effective date for the appointment of a new employee shall be on the date on which the employee physically begins working. Employees may not be appointed to start on a holiday, Saturday, or Sunday, except under the following circumstances:

  • Appointment is to effect continuous employment within the University or a direct transfer from another state agency or state supported agency;
  • Appointment is to a position which requires the new employee to begin working on a holiday, Saturday, or Sunday; or
  • A benefit-eligible employee is appointed to a position that is effective on the first day of a calendar month, provided that the appointment requires performance by the employee of all of the customary duties of the job for all of the official working days of the month in which the employment is to begin.  Employees not benefit eligible (less than 50% and/or employed less than 4 and 1/2 months) shall have a starting date effective their first day on duty.

Ending Dates for Appointment 

Appointments end on the last day of a fiscal year, on or before August 31st, in which the appointment is being made. Appointments made from grants or contracts may terminate in accordance with the terms thereof. All appointments are contingent upon financial availability.

Administrative Appointments

As delegated by the Board of Regents, the President is responsible for the appointment and dismissal of all administrative officers at the University.  Administrative officers serve without fixed terms and are subject to the pleasure of the President. Prior approval of the Executive Vice Chancellor of Health Affairs or Academic Affairs shall be required for appointments and dismissals of vice presidents, deans, and positions above. (regular, interim or acting). 

The Board of Regents endorses the principle of reasonable consultation in the selection of administrative officers of the University and the primary operating units and expects the President, as he or she deems appropriate, to consult in the selection process with the representatives of the faculty, staff, and student body. However, the President is responsible for executing the duties of the office and consequently shall not be bound by nominations to administrative positions by campus selection committees.

Fixed Term Appointments

A department that requires additional staffing for a limited period of time [minimum of three (3) months/maximum of twelve (12) months] shall initiate an employee requisition and post the position as "fixed term" contingent upon administrative/budget approval.

A position that is "fixed term" may be benefit-eligible if it meets the criteria of regular employment. This is defined as fifty-percent (50%) or more appointment for at least more than four and one-half months (4.5).

Employment of the incumbent is for a specific period; however, employment is not guaranteed for the period specified and may end prior to that time due to financial exigency or change in departmental staffing needs. A fixed term appointment may not be extended unless approved by the Department Administrator and the Vice President of Human Resources.

PRN

For the Health Science Center, UT Tyler, PRN employees may be leased from East Texas Quality Network*, (ETQCN) with the exception of retiree/rehires, biomedical research employees or positions that require credentialing with Medical Staff Services.

ETQCN provides an available source of temporary employees to supplement the regular staff. Hiring is coordinated through the University Human Resources department. Hiring is on an as needed basis with the intent to maintain an adequate support pool of staff. ETQCN employees are hired according to standard hiring procedures and are required to complete all University mandatory training.

Prior to hiring, applicants are informed of the following employment conditions:

  1. ETQCN employees are have no guarantee of hours to be worked.
  2. ETQCN employees are not eligible for regular University benefits. ETQCN employees will be covered by Worker's Compensation, Social Security benefits and are entitled to employee cafeteria and gift shop discounts;
  3. ETQCN employees shall meet minimum qualifications for the position assigned, including licensing or certification when applicable.

In order to remain in the PRN pool, the employee must:

  1. Be able to be contacted or provide the department a schedule of days available to work;
  2. Be able to work a minimum of 75% of the time contacted or as agreed upon with the department.
  3. Be flexible and willing to work shifts, if applicable.
  4. Attend staff meetings and in-services while on duty as requested.
  5. Meet performance management and position description standards upon review; (formally evaluated at the completion of the first six months and annually thereafter).
  6. Abide by the University and department policies and procedures. 

Continuous Employment

To define the conditions of continuous employment to and from other State agencies, including the University.

The following conditions will not constitute a break in an individual's continuity of employment:

  • Termination followed, without loss of payroll time, by immediate re-appointment.
  • Termination to enter military services, followed by re-appointment within ninety (90) days after honorable discharge or release from the military.
  • Transfer of an employee, without loss of payroll time, within the University of Texas System, to or from another State-supported college or university or to or from another State agency; or,
  • Leave Without Pay ("LWOP") or Leave of Absence ("LOA").

The following conditions will constitute a break in an individual's continuity of service:

  • Termination followed by a loss of payroll time before re-appointment;
  • Termination to enter military service and failure to be re-appointed within ninety (90) days of honorable discharge or release from the military service.
  • Failure to be re-appointed in succeeding years to a position on the University payroll; or
  • Transfer of an employee within The University of Texas System to or from another State-supported college or university or to or from another State agency, with a loss of payroll time between resignation and re-appointment.

* ETQCN employment only applies to the Health Science Center at UT Tyler

APPROVED: 12/2021