HR Units

Human Resources

Office Location
415 West 6th Street
875 Perimeter Drive MS 4332
Moscow, ID 83844-4332
Phone: (208) 885-3609
Fax: (208) 885-3602

General Email

Department Phone List

Employment Services

Office Location
415 West 6th Street
875 Perimeter Drive MS 4332
Moscow, ID 83844-4332
Phone: (208) 885-3609
Fax: (208) 885-3602

General Email

Department Phone List

Payroll Services

Office Location
415 West 6th Street
875 Perimeter Drive MS 4332
Moscow, ID 83844-4332
Phone: (208) 885-3609
Fax: (208) 885-3864

General Email

Department Phone List

Benefits Services

Office Location
415 West 6th Street
875 Perimeter Drive MS 4332
Moscow, ID 83844-4332
Phone: (208) 885-3697
Fax: (800) 646-6174

General Email

Department Phone List

PDL

Office Location
Administration Building
Room 216 - 220
875 Perimeter Drive MS 3166
Moscow, ID 83844-3166

Phone: (208) 885-2322
General Email

Human Resources Banner

Classification

University of Idaho employees are categorized as faculty, exempt, classified or student/temporary.

There are two types of classifications:

Staff classification system which determines the classification group title, pay grade and salary range; and

Fair Labor Standards Act which determines if a position is FLSA exempt (not eligible for overtime pay) or non-exempt (eligible for overtime pay – commonly called “classified.”

  • List of Position Classifications
  • Employee Classification Definitions
    ClassificationDefinition
    Classified Hourly positions in a variety of categories including, but not limited to, skilled crafts, service/maintenance, clerical/secretarial, and technical/paraprofessional.
    Non-Faculty Exempt (NFE)/Administrative Salaried positions including administrative and professional (exempt) level positions that are exempt from overtime regulations.
    Faculty Faculty positions may include the following, but not limited to, professors, instructors, and lecturers.
    Student/Temporary On-Campus Employment Temporary and/or on-campus student positions. These positions are temporary in nature with no expectation of continued employment. Employees that perform full- and part-time temporary work are critical to the University of Idaho’s daily operations. This group of employees is comprised of students and non-students. A temporary hourly position is established when there is a temporary or intermittent need for services not expected to exceed 1385 hours per calendar year.
  • Job Value Factors

    Job Value Factors

    Job value factors are the criteria used to evaluate a position for comparison among positions and placement into a salary structure.  Traditionally, in higher education, three broad factors are considered:

    Knowledge and Skills

    What is needed to effectively perform the duties of the position?

    • Difficulty of tasks performed and problems encountered in the course of the work (complexity and problem-solving). 
    • The types of knowledge skills, abilities (KSA), level and type of education and amount and type of work experience needed to qualify for the position and the KSAs and competencies needed for full success.

    Scope of Responsibility

    What ability does this position have to make or control contributions?

    • Scope – The variety of work assigned, the breadth of responsibility (e.g work unit versus University-wide); the required degree of interaction across the University departments the diversity of deadlines and priorities governing the work.
    • Management Responsibilities – Types and levels of positions managed; functions overseen; degree of management authority, complexity and diversity of work managed.
    • Resource and Budget Accountability – Amount, kind, discretion on spending, and complexity as determined by the number of funding sources; the extent to which the employee has responsibility for resources, the type of responsibility, including human, financial, and information systems.

    Range of Impact

    How “big” is the function, department or process touched?

    • Freedom to Act/Authority – Authority, autonomy, independence of action, level and types of decisions made and degree to which job tasks are dictated by policy, procedures, manuals, supervisors or department heads.
    • Communications – Types of verbal and written communication; who is typically communicated with; what information is typically communicated and what is the method of delivery.
    • Consequences of  Error – The impact and consequences of errors made in the course of the work, relative to the magnitude – from those easily rectified to those that cause major unit disruption; also referred to as the level of “risk.”
  • Job Description Resources
    The following links provide helpful resources for developing and maintaining job descriptions:

    Determining Essential and Marginal Functions
    Minimum Qualifications and Equivalencies
  • Administrative Level Descriptions

    HR has developed guidelines to help describe the differences between the five large groups of Admin positions.

    Administrative Assistant: (3)

    Duties may include:

    • Usually first line of contact
    • General office skills
    • Data entry
    • Informational for students or other customers
    • Scheduling meetings
    • No supervision of other staff

    Administrative Coordinator: (4)

    Duties may include:

    • Some financial processing
    • Coordinates administrative activities
    • Correspondence
    • Mid-level manager assistance
    • Event coordination
    • Higher level administrative work
    • Liaison for multiple departments
    • Supervising or leading other employees
    • Some external compliance

    Administrative Specialist: (4)

    Duties may include:

    • Perform administrative duties but primarily with less management assistance and more independent work
    • Titles formerly outside of the admin series

    Administrative & Financial Specialist: (5)

    Duties may include:

    • Primarily financial-related
    • Higher-level administrative work

    Management Assistant: (5)

    Duties may include:

    • Significant management responsibilities for or within a department
    • Assistance to high-level administrators
    • Managing and overseeing HR activity for unit
    • Interfacing with Faculty, exempt and classified staff
    • Troubleshooting and resolving problems at a higher level
  • Reclassification Request Form and Process
  • Temporary Position Title Guidelines

    Temporary positions are titled using the following classification guidelines. These classifications simplify the type of position that is posted for hiring departments and applicants. The department then chooses whatever working title they wish to help define the job.


    Titles/Classifications Types of positions usually found in this classification
    Administrative Support Office/Clerical/Secretarial/Customer Service work, Finance/Accounting/Budget work, Program Service Support including some Event Planning/Logistics, etc.
    General Labor/Transport Custodial/Cleaning work, Landscaping/General Manual Labor work, Dishwashing/Kitchen Clean-up, Driving/Deliver Driving work, General Farm/Field Labor, etc.
    Computer Technology Network/Desktop Security/Onsite Computer Service/Technical Support work, Computer Lab Monitoring, On-Call Service, Web Development/Design, Programming, Database Analysis work, GIS programming, etc.
    Research Support Laboratory/Research/Field work, Geographic Information System work, Scientific/Technical Analyst work, non-scientific research and analysis work, etc.
    Communications/Media Publications work (online or print), Reporting, Promotions/Marketing, Editing (online, video, audio or print) work, Fundraising, Publishing, Telephone Interviewing, Audio/Video/Print Production work, etc.
    Maintenance/Security Semi-skilled to Skilled Labor/Trades work, Event Set-up/Security, Painting, Building/Vehicle/Motor Pool Maintenance work, Parking Attendant, HVAC/Refrigeration/Carpentry work, etc.
    Academic/Student Support Student Advising, Classroom Assistance, Tutors, Models, Activity Leaders, Student Facilitators/Advisors/Chaperones/Mentors, etc.
    Human Services Community or Group Education or Advising, Child Care, Water Safety/CPR/First Aid Instructors, Lifeguards, etc.
    Retail/Sales Ticket Sales, Retail Sales, Copy Center sales, Cashiers, etc.
  • How a Classification System is Maintained
    A well-maintained classification system provides many advantages to an organization, and is maintained in three key ways.