2019 Health Benefits
2018 Health Benefits
Retirement Benefits
Mandatory Retirement Plan
The University requires all employees to contribute 8% of your salary towards your
retirement plan. Employees may choose one of four retirement vendors: PERA (you must
have already been in PERA for one year to enroll), TIAACREF, Metlife, or VALIC. The
University contributes 11.5% of your salary to TIAACREF, Metlife, or VALIC which are
all 401(a) retirement plans and 10.15% to PERA, which is a defined benefit plan.
The retirement plans are in lieu of Social Security, which is not an option at UNC.
* ORP Election - Employees who do not select a retirement plan within 90-days will
be automatically enrolled in one by Human Resources.
Supplemental Retirement Plans
ORP Retirement Plan Vendors
Metlife
Representative: Kelly Pachelo-Forehand
(303) 886-8904
Metlife has 51 annuity investment options through the Metlife Financial Freedom Select
platform.
www.metlife.com
TIAA
Representative: David Croce
(303) 607-2646
dcroce@tiaa.org
TIAA (Teachers Insurance and Annuity Association of America) offers 20 mutual fund
and annuity options. Enrollment online is available at www.tiaa.org/unco.
VALIC
Representative: Ralph Janitell
(303) 532-9121
VALIC (Variable Annuity Life Insurance Company) has 62 annuity options through the
Portfolio Director platform.
www.valic.com
Leave Benefits
Short-Term Disability (sick) Leave
Full-time administrative /professional exempt staff employee shall be entitled to
a maximum of ninety (90) days of fully compensated leave for short-term disability
each fiscal year. See Board Policy Manual, Section 2-2-302 Short-Term Disability
(Sick) Leave, for more information.
Paid Vacation Leave
Full-time administrative/professional exempt staff shall accrue sixteen (16) work
hours of vacation leave every calendar month of employment. See Board Policy Manual,
Section 2-2-301 Vacation Leave, for more information.
Learn More about Paid Leave
Affiliations
The Professional Administrative Staff Council (PASC) was established in 1986 to advise
the University on matters relevant to its constituents and to participate in University
governance. It is the mission of the Council to advocate for and to provide a systematic
means for professional staff to communicate with the various elements of the University
community, as well as with other professional administrative staff.
Professional Administrative Staff Council
Hiring Professional Administrative Staff
Hiring Process- Independent Review
Vacant positions will be held open for 60 days before rehiring can occur beginning
July 1, 2018. That also will allow time to review the position to determine need,
and redefine or restructure the open position. Personnel costs account for 71 percent
of the FY19 budget. More information can be found here.
Satisfactory completion of a background check is required after a conditional offer
of employment has been made.
- Hiring Authority submits the following documents:
- Business Manager/Administrator submits the documents listed above though PeopleAdmin.
- Human Resources notifies Business Manager/search chair when approved. Human Resources
posts on www.careers.unco.edu and www.higheredjobs.com.
- Hiring Authority or designated reviewer screens all applicants and ranks the applicants.
- Hiring Authority conducts phone interviews.
- Hiring Authority conducts campus interviews.
- Once selection is made, Business Manager sends Appointment Letter, Personal Data Form,
and Background Check to new hire.
- If program area reports to Provost, this step is done by the Provost’s office after
Position Finalist Form and Search Closing documents are forwarded to them.
- Business Manager submits Payroll Data Form to Human Resources after background check
clears.
- Supervisor contacts Human Resources to schedule new hire orientation.
- Hiring Authority submits Position Finalist Form and Search Chair Closing Sheet to
Human Resources.
- If program area reports to Provost, Provost’s office will forward these documents
to Human Resources.
- Hiring Authority or designee notifies unsuccessful applicants normally through a mass
generic email available through PeopleAdmin for Exempt positions or via letter/email
for Faculty positions.
Hiring Process- Direct Appointment
The direct appointment process should be used judiciously as it is our first preference
as a public entity to have an open and competitive selection process. An appropriate
use of a direct appointment would be to enhance the gender, racial, or ethnic diversity
a particular department.
Satisfactory completion of a background check is required after a conditional offer
of employment has been made.
- Hiring Authority initiates Request for Direct Appointment form.
- Hiring Authority submits the following documents:
- Business Manager/Administrator submits the documents listed above though PeopleAdmin
for approval of the direct appointee.
- Human Resources notifies Business Managers/Administrator when the direct appointee
is approved by email.
- Business Managers/Administrator sends Appointment Letter, Personal Data Form, and
Background Check to new hire.
- Business Manager/Administrator submits Payroll Data Form to Human Resources after
Background Check clears.
- Supervisor contacts Human Resources to schedule new hire orientation.
Interview Questions
Vacancy Announcement
Role of AAEO Coordinator
Faculty Policies and Procedures
Rules/Handbooks
Background Checks
Performance Evaluation Process
General Policies and Procedures
Honor Code
All members of the University of Northern Colorado community are entrusted with the
responsibility to uphold and promote five fundamental values: Honesty, Trust, Respect, Fairness, and Responsibility. These core elements foster an atmosphere, inside and outside of the classroom, which
serves as a foundation and guides the UNC community’s academic, professional, and
personal growth. Endorsement of these core elements by students, faculty, staff, administration,
and trustees strengthens the integrity and value of our academic climate.
Discrimination
It is a violation of University Policy to discriminate in the provision of educational
or employment opportunities, benefits, or privileges; to create discriminatory work
or academic conditions; or to use discriminatory evaluative standards in employment
or educational settings if the basis of that discriminatory treatment is, in whole
or part, the person's race, religion, gender, age, national origin, disability, veteran
status, sexual orientation, or political affiliation.
Sexual Harassment
The University prohibits sexual harassment by any faculty, student, staff, invitee,
or agent of the University. The University adheres to the Equal Employment Opportunity
Commission's definition of sexual harassment as modified for the University setting.
Further detailed information regarding Discrimination and Sexual Harassment Policies
can be found in the Board Policy Manual under section 2-2-201 or the Employee Relations
Website.
- Post Offer Ergonomic Screening Policy
University of Northern Colorado requires Post offer medical screenings for prospective
employees of high risk occupational groups. Screenings are non-discriminatory evaluations
designed to give documented information about a prospective employee’s physical ability
to complete essential functions of the job. Conditional job offers are extended to
individuals and hired upon evaluation results of Post Offer Screening.
- Employment Eligibility Verification
The 1986 Immigration Reform and Control Act (IRCA) sought to control illegal migration
by eliminating employment opportunity as a key incentive for unauthorized persons
to come to the U.S. IRCA makes all U.S. employers responsible for verifying through
a specific process the identity and work authorization or eligibility of all individuals,
whether U.S. citizens or not, hired after November 6, 1986. To implement this, employers
are required to complete Employment Eligibility Verification Forms I-9 for all employees.
An employer’s obligation to review documents is not triggered until a person has been
hired, whereupon the new employee is entitled to submit a document or combination
of documents of his choice (from List A or a combination of a List B and List C document
on the reverse side of the I-9 form) to verify his identity and work eligibility.
Hired is defined as actual commencement of employment of an employee for wages or
other remuneration. The employee must complete Section 1 of the I-9 Form by the date
of hire (i.e. no later than the date on which employment services start). Employees
must present original documents. Employers must complete Section 2 by examining evidence
of identity and employment eligibility within three (3) business days of the date
employment begins. If employees are authorized to work, but are unable to present
the required document(s) within three business days, they must present a receipt for
the application of the document(s) within business days and the actual document(s)
within ninety (90) days. However, if employers hire individuals for duration of less
than three business days, Section 2 must be completed at the time employment begins.
- Drug and Alcohol Policy
The University strives to create a healthy environment, one in which the high risk
use of alcohol and the use of illicit drugs does not interfere with learning, performance,
or development. The University prohibits the unlawful possession, use, or distribution
of drugs, alcohol, and other controlled substances by all members of the University
community (students, faculty, staff, alumni, and guests). Individuals who violate
this policy shall be subject to discipline, termination, dismissal, debarment, arrest,
or citation as applicable. Additionally, employees or students who violate this policy
may be required to participate satisfactorily in drug abuse education, counseling,
or rehabilitation programs approved by the University. Further detailed information
regarding the Drug and Alcohol Policy can be found in the Board Policy Manual, section
1-1-407.
- Safety
Employees are required to perform their duties and responsibilities in accordance
with generally accepted safety standards as well as any specific safety standards
applicable to their positions. it is the obligation of each employee to notify his/her
supervisor of any unsafe condition in University premises, or practices of the University
or any of its employees which she/he observes or becomes aware of that may affect
his/her safety of any other person.
- Work Behavior
Employees are required to perform their duties and responsibilities in accordance
with generally accepted safety standards as well as any specific safety standards
applicable to their positions. it is the obligation of each employee to notify his/her
supervisor of any unsafe condition in University premises, or practices of the University
or any of its employees which she/he observes or becomes aware of that may affect
his/her safety of any other person.
- Conduct
As a representative of the state, you are required at all times to use your best
efforts to perform assigned tasks promptly and efficiently and to be courteous and
impartial in dealing with those we serve. Courtesy, tact, and helpfulness on your
part will do much to create the positive image state employees deserve.
Employees should maintain the public's confidence in the integrity of state government
by refusing outside compensation for performing your duties; and protect and conserve
state property and use taxpayer dollars prudently. No state time, property, equipment,
or supplies shall be used for private purposes or any other purpose not in the interests
of the State of Colorado or the University of Northern Colorado.
You have the right to be treated with dignity and respect, just as it is expected
you will treat others the same way. It is to our benefit to employ a diverse workforce
to assist in providing effective customer service and to strive to be a leading student-centered
university that promotes effective teaching, lifelong learning, the advancement of
knowledge, research and a commitment to service.
- Compensation Manual
In making compensation decisions, a hiring authority must consider budgetary factors,
recruitment and retention issues, salaries received by other similarly situated employees,
an employee’s skill sets and competencies, other potential future increases, and the
overall value to the organization. Pay ranges for state classified employees are
established through the annual statewide compensation plan, which makes adjustments
to the minimum and maximum allowable salaries for each grade. An employee’s base
pay shall not be lower than the minimum, or higher than the maximum of his/her particular
grade, except as otherwise permitted by law, rule or procedure. Pay ranges for exempt
and faculty employees are established using College and University Personnel Administrators
(CUPA) surveys for a comparative group of colleges and universities. Compensation
decisions outside of the parameters of this document are permitted only if approved
by the President of the University.
Base pay established for classified new hires (both permanent and temporary) and adjustments
for the upward, lateral or downward movement of existing permanent employees must
adhere to Chapter 3 of the State Personnel Rules. Base pay established for faculty
and exempt new hires must adhere to the board polices and regulations.
All decisions affecting base pay should ensure the following:
- Pay is commensurate with the duties assigned;
- Adequate funds are available within existing appropriations;
- Equity is preserved among employees with similar job descriptions within divisions
and across the University;
- Ongoing consistency; and
- Acknowledgment of individual qualifications (e.g. past experience, training, special
skills).
Throughout this document, the source of the employment practice for each employee
type is referenced. Below you can find the definitions used:
State Personnel Rules- State of Colorado Personnel Rules
Board Policy- UNC Board Policy Manual
University Regulations- University Regulations
Personnel Files
Employee files are maintained by the Human Resources Department and are considered
confidential. Managers and supervisors other than the designated Human Resources
representatives may only have access to personnel file information on a need-to-know
basis. A manager or supervisor considering the hire of a former employee or transfer
of a current employee may be granted access to the file.
Personnel files are to be reviewed in the Human Resource Department. Personnel files may not be taken outside of the department.