Visit UI

Learn about the many reasons the University of Idaho could be a perfect fit for you. Schedule Your Visit

Alternative Service Break

Challenge yourself and build leadership skills through service across the globe Dec. 29-Jan 11. Get Involved

Parent Newsletter

Keep up on campus events and information involving your Vandal student. Sign Up

UI Retirees Association

UIRA has a membership of nearly 500 from every part of the University. Join Today

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.”

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, 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 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 Responsibility: 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.

The following links provide helpful resources for developing and maintaining job descriptions:

Human Resources has developed guidelines to help describe the differences between the five large groups of administrative positions.

Administrative Assistant: (3)

Duties may include:

  • Usually first line of contact
  • General office skills
  • Data entry
  • Information 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

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, dishwashing/kitchen cleanup, driving/delivery driving, general farm/field labor, etc.

Computer Technology: Network/desktop security/on-site computer service/technical support work, computer lab monitoring, on-call service, Web development/design, programming, database analysis work, Geographic Information Systems programming, etc.

Research Support: Laboratory/research/field work, Geographic Information Systems 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/advisers/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. 

A well-maintained classification system provides many advantages to an organization. Download this PDF to read more about how UI maintains its employee-classification system: Maintaining a Classification System.

UI Human Resources

Human Resources

Physical Address:
415 West 6th Street
Moscow, ID 83844

Mailing Address:
875 Perimeter Drive MS 4332
Moscow, ID 83844-4332

Phone: (208) 885-3609

Fax: (208) 885-3602

Email: hr@uidaho.edu