Jan 30, 2023  
CC Policy Manual 
    
CC Policy Manual

Job Classifications


Job Classifications Approved Date    11-18-14
    Effective Date    11-18-14
    Revision No.    2.0

1.0    Purpose

This policy establishes guidelines for determining job classifications.

2.0    Revision History

Date Rev. No. Change Ref Section
7-17-12 1.0 Policy rewrite.  
7-17-12 1.1 Added missing jobs types. 5.2.8–5.2.14
7-17-12 1.2 Limited supply jobs to faculty only. Added a clause that supply jobs may count towards tenure, rectifying a contradiction between policies 4000:21:02 and 1400:05:01. 5.2.10
11-18-14 2.1 Reorganized job classifications for clarity.  5.1
11-18-14  2.2 Added a description for professional jobs consistent with FLSA. 5.1.5
11-18-14 2.3 Added tenure-track as a faculty sub-group that was previously undefined. 5.1.6.2
11-18-14 2.4 Changed the faculty sub-group of “supply” to non-tenure-track for clarity. 5.1.6.3
11-18-14 2.5 Defined workload limits and benefit eligibility for part-time, temporary/seasonal, adjunct, instructor, and on-call jobs. 5.1.10–5.1.18
11-18-14 2.6 Added a description for Continuing Education instructors. 5.1.16

3.0    Persons Affected

3.1    Casper College employees

3.2    Applicants for jobs at the college

3.3    Volunteers

4.0    Policy

The policy of Casper College is to ensure the following.

4.1    The college complies with the Fair Labor Standards Act (FLSA) and other applicable employment laws and regulations.

4.2    The college has a consistent and equitable process to classify jobs, which provides direction for employee recruitment, categorization, compensation, training, and reassignment.

5.0    Definitions

5.1    Job Classifications. This systematic process groups similar jobs together to facilitate recruitment, compensation, training, and organizational relationships. Casper College groups jobs based on 1) exempt or non-exempt status, 2) employment groups that have similar duties, responsibilities, and authority, 3) job categories, and 4) funding source.

EXEMPT AND NON-EXEMPT
FLSA is federal legislation that establishes minimum wage, overtime, pay, recordkeeping, and youth employment standards affecting employees in the private sector and federal, state, and local governments. Rules regarding overtime and pay vary based on exempt or non-exempt job classification.

5.1.1    Exempt. This employment status, with few exceptions, includes jobs that earn a minimum weekly wage set by FLSA, are paid on a salary basis, and perform exempt job duties defined by FLSA. Employees in exempt jobs are not entitled to overtime pay.

5.1.2    Non-exempt. This job classification includes non-faculty jobs responsible for providing leadership and professional expertise or services through leveraging the knowledge and skills of others in a school, department, office, or program.

EMPLOYMENT GROUPS

    Exempt Employment Groups

5.1.3    Executive. This job classification includes the president and jobs responsible for providing leadership and strategic direction for areas the president deems executive.

5.1.4    Administrative. This position classification includes non-faculty positions responsible for providing leadership and professional expertise or services through leveraging the knowledge and skills of others in a school, department, office, or program.

5.1.5    Professional. This job classification includes non-faculty jobs that provide operational support and services requiring recognized professional achievement acquired through formal training or equivalent experience.

5.1.6    Faculty. This job classification includes academic or clinical jobs hired on a faculty contract. Faculty job subcategories include the following.

5.1.6.1    Tenured. A benefited faculty job where by the employee has earned the designation of tenure.

5.1.6.2    Tenure-Track. A benefited faculty job where by the employee is eligible but has not yet earned the designation of tenure.

5.1.6.3    Non-tenure-Track. A benefited faculty job where by the employee is not eligible to earn the designation of tenure. Time in this job may count toward tenure.

Non-Exempt Employment Groups

5.1.7    Classified Staff. This job classification includes operational support jobs.

5.1.8    Student Workers. This job classification includes specific criteria and are only available to enrolled, degree seeking students at Casper College or one of its partnership institutions.

5.1.9    Volunteer. This job classification includes anyone working in an unpaid capacity.

JOB CATEGORIES

    Benefit Eligible Job Categories

5.1.10    Regular Full-Time. Employees who hold these jobs are regularly scheduled to work 40 hours per week or teach a full faculty load for a nonspecific period.

5.1.11    Regular Part-Time (benefited). Employees who hold these jobs are regularly scheduled to work at least 20 hours but fewer than 40 per week or teach 20 to 26 contact hours for a nonspecific period. They are eligible to receive benefits some of which are prorated based on the number of hours the employee works each week.

5.1.12    Acting. Employees who hold these executive or administrative jobs are regularly scheduled to work 40 hours per week and fill a vacancy while the permanent jobholder is unavailable for an extended period.

5.1.13    Interim. Employees who hold these executive or administrative jobs are regularly scheduled to work 40 hours per week and fill a vacancy prior to the college hiring a permanent employee for the job.

    Non-Benefit Eligible Job Categories

5.1.14    Regular Part-Time (non-benefited). Employees who hold these classified staff jobs are regularly scheduled to work fewer than 20 hours per week or 80 hours per month for a nonspecific period.

5.1.15    Adjunct. Employees who hold these faculty jobs are regularly scheduled to teach 9 or fewer credit hours per semester and are subject to demand each semester.

5.1.16    Continuing Education Instructors. Employees who hold these teaching jobs are regularly scheduled to teach fewer than 20 hours per week or 80 hours per month, paid on a negotiated contract, and are subject to demand each semester.

5.1.17    Temporary/Seasonal. Employees who hold these jobs may be scheduled to work either full-time or part-time and for a period not to exceed six months. Temporary/seasonal employees must be completely separated and off payroll for 26 consecutive weeks before becoming eligible for re-employment in a temporary/seasonal job. Regularly scheduled holidays and summer do not count as breaks in employment.

5.1.18    On-call. Employees who hold these jobs are called to work on an as needed basis, often on short notice, for an intermittent, nonspecific period during peak operational times or events. These employees are not intended to relieve employees of their regular duties.

FUNDING SOURCES

5.1.19    Restricted. Current funds available for operations that external agencies limit to specific purposes, programs, or areas. Restricted funds may include, but are not limited to, federal, state, local (non-general operations), and grant funds.

5.1.20    Unrestricted. Current funds received that an external agency has made no stipulation as to the purposes for which they should be expended.

6.0    Responsibilities

6.1    The human resources (HR) director is responsible for ensuring compliance to this policy and properly classifying jobs.

7.0    Procedures

7.1    Supervisors submit job descriptions to HR for review.

7.2    HR uses FLSA guidelines to determine if a new job is exempt or non-exempt and assigns a job classification based on the FLSA status, employment group, job category, and funding source.