HUMAN RESOURCES DEPARTMENT - California State …



HUMAN RESOURCES DEPARTMENT

GLOSSARY OF TERMS

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|Academic Year |

|For campuses not on the quarter system year-round (QSYRO) schedule, an academic year equals the total of two consecutive semesters |

|or three consecutive quarters, commencing with the opening of the fall term. Each semester/quarter is approximately the same |

|length. |

|For campuses on QSYRO schedule, an academic year consists of any three quarters (each of approximately the same length) in a period|

|of four consecutive quarters. A total of any six such quarters in a period of eight consecutive quarters shall constitute two |

|academic years. |

|Academic Year Employee |

|A person who engages primarily in instruction and is employed and compensated on the basis of classification and academic rank. |

|Academic year employees are paid by the established academic calendar (as opposed to a fiscal year calendar) and render services |

|for an academic year, a semester, or one or two quarters. Academic year classes are identified in the CSU Salary Schedule. |

|Academic Administrative Assignments |

|A work assignment filled by an academic or an administrative employee at a campus or the Chancellor's Office when serving in a key |

|administrative capacity. Typical duties may be planning, organizing and directing activities which relate to the instructional |

|program and/or participating in policy planning (such as academic deans, deans of college, etc.) Other duties may also include the |

|work assignment of an administrative employee whose job is closely identified with the total management of a campus of The |

|California State University (such as Vice President, Administration; Dean of Students; Dean of Admissions, etc.). |

|Additional History |

|A total of 15 pages of History Synopsis or a total of 225 transaction lines are available to view and print. This expanded EH |

|on-line inquiry system was implemented in June 1991. |

|Additional Position |

|A position in addition to an employee's base or primary position. The additional position may be at the same campus, between |

|campuses or between campuses and civil service agencies. Additional position information is available on the EHDB Position Number |

|Screen. |

|Agency Code |

|A three-digit code that identifies the CSU or civil service agency fund from which salaries are payable. Agency codes are defined |

|in the SCO Payroll Procedures Manual. |

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|Allowable Item |

|Any data element that can be entered on a PIMS transaction. Allowable items are identified on the individual transaction code |

|matrixes. |

|Appointing Power |

|Any person or entity having authority to initiate and approve employment commitments and other personnel/payroll transactions. |

|Individuals who are authorized by the appointing power to sign personnel/payroll transaction documents that are sent to the SCO |

|must have an approved signature card on file with the SCO. |

|Appointments |

|The offer of employment and acceptance by a person to a position in the CSU. Appointments may be temporary, probationary, or |

|permanent, and include a variety of types of actions such as re-appointments, promotions, transfers, demotions, reinstatements, |

|etc. Initial appointments are either probationary or temporary, depending upon the nature of the position and/or length of |

|appointment. These appointments are made to positions in various job categories, i.e., academic, management personnel plan, |

|administrative, executive, nonacademic, or to an academic-administrative assignment. |

|Asterisk |

|The asterisk (*) is entered on the PIMS transaction by the payroll clerk in a specific (allowable) data element when a previous |

|entry should be DELETED from the employee's record. |

|Audit |

|An automated or manual comparison of one data item against another, contained on personnel/payroll transactions. Manual audits are |

|performed by various sections within the SCO to determine whether transactions are in conformity with federal, State and/or CSU |

|regulations and other requirements. Automated audits are programmed into PIMS. |

|Audits Section |

|The CSU Audits unit of the SCO is responsible for reviewing all incoming PIMS transactions and all transactions keyed by the |

|campus, to ensure those actions comply with legal and procedural requirements. |

|AWOL |

|Absent without leave. An employee's absence is not an approved absence |

|Blanket Funded Position |

|A budgeted sum of money set aside for payment of salaries for temporary or seasonal help, overtime, shift differential, sabbatical |

|leave replacements, etc. The difference between a blanket position and a regular established position is that appointments to a |

|blanket are limited by the amount of money in the blanket, i.e., a blanket with $12,000 may be used to appoint 12 persons for one |

|month at $1,000 per month, or to appoint one person for 12 months at $1,000, or any combination of the two. |

|Blanket Serial Number |

|Three digit serial number in the 900 series |

|CALPERS |

|Public Employees' Retirement System has statutory responsibility for the administration of retirement membership, contributions and|

|benefits, and for the health benefits program. |

|Casual Employment |

|A group of classes generally used for employment in the trades and crafts to perform new construction work or to provide temporary |

|help to the regular campus staff. Employees in one of these classes are paid at the prevailing trade rates. Also referred to as |

|"trade rate classes." Casual employment classes are identified in the CSU Salary Schedule. |

|Campus Information Retrieval System |

|The current data warehouse for the CSU that is maintained by the Human Resources - Information Support and Analysis (HR-ISA) unit |

|of the CSU, Chancellor's Office is located in Sacramento, California |

|Civil Service |

|Public employment in the State of California. Rules and regulations for California State civil service are set by the Department of|

|Personnel Administration and the State Personnel Board. Civil service rules and regulations, although similar to those of the |

|California State University, do not apply to the CSU. |

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|Class/Class Code |

|Class refers to a group of positions having duties and responsibilities sufficiently similar so that they may be treated as one |

|level of position for salary setting purposes and for appointments. Each class of positions is covered by a standard set of class |

|specifications which outlines the general types of duties performed, FLSA, and the salary. |

|For payroll purposes, each class is identified by a four-digit class code, i.e., Instructional Faculty, 2360.Four digits |

|identifying the class title as shown in the CSU Salary Schedule. |

|Collective Bargaining Agreement |

|A binding agreement between the employer (CSU) and an exclusive representative that outlines the terms and conditions of |

|employment, including salaries and benefits. Sometimes referred to as the "contract" or "memorandum of understanding" or "MOU." |

|Computer Generated |

|Data elements and other information that is generated by computer programs, tables or other sources. |

|Control Agency |

|A term which is occasionally used to refer to those agencies which by law, regulation or policy exercise control over The |

|California State University system. The Department of Finance has certain control responsibilities concerning the expenditure of |

|funds by any State agency, including the CSU. |

|Controller (SCO ) Cut-Off Date |

|There are two cut-off dates, one for processing PIMS transactions and the other for processing payroll transactions. PIMS cut-off |

|dates precede payroll cut-off by two to three days. Cut-off dates are published by the SCO . |

|Conversion |

|The effort to create individual automated employment records for employees of the CSU and civil service. The primary PIMS |

|employment record was created by merging files of each campus, the Chancellor's Office, the State Controller's Office, and Public |

|Employees' Retirement System. All active and on-leave CSU employees were converted. Campuses were converted to PIMS during 1976. |

|Student Assistant records were converted to PIMS during 1979/80. |

|Conversion Date |

|The actual date that a campus and its employees were converted to PIMS. Automated PIMS employment history commenced on the date the|

|campus converted to PIMS. The campuses were converted as follows: |

|Pilot Conversions |

|Date |

|Campus |

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|December 1975 |

|Chancellor's Office |

|Bakersfield |

|Sacramento |

|Sonoma |

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|Systemwide Conversions |

|Date |

|Campus |

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|January 1976 |

|Chico |

|Los Angeles |

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|February 1976 |

|Dominguez Hills |

|San Luis Obispo |

|Pomona |

|Hayward |

|San Bernardino |

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|March 1976 |

|Stanislaus |

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|September 1976 |

|Humboldt |

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|October 1976 |

|Fresno |

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|November 1976 |

|Fullerton |

|Northridge |

|San Francisco |

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|December 1976 |

|Long Beach |

|San Diego |

|San Jose |

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|New Campuses Since Conversion |

|Date |

|Campus |

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|June 1, 1989 |

|San Marcos |

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|April 1, 1995 |

|Monterey Bay |

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|June 1, 1995 |

|Maritime Academy |

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|June 30, 2001 |

|Channel Islands |

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|Conversion Record |

|For those who were active or on-leave during the PIMS conversion effort, the initial transaction code was assigned as follows: COA |

|= converted record, active; CML = converted record, on military leave; CLA = converted record, on leave without pay; UNK = |

|converted record, actual status unknown at time of conversion because of disability, workers compensation or roll code 9 status. |

|Correction |

|A change to an employee's database record. The change/correction may be due to a clerical error or misinformation supplied by a |

|department. Refer to Correcting/Voiding Transactions for additional information |

|CSU |

|An abbreviation for The California State University, which is comprised of 23 individual campuses and the Office of The Chancellor.|

|The CSU is governed by a Board of Trustees. |

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|Current Employee |

|A current employee is one who is in an active status. The term is used when determining which transaction matrix to use to initiate|

|a personnel/payroll transaction. |

|Current Status |

|The most recent action on an employee's database record. "Current status" may be active or separated. |

|Data Element |

|Individually numbered data elements that are entered on the PIMS transaction.  Each item has its own assigned number, title and |

|coding requirements. Definitions of data items are found under the Data Element section of this manual. Note: Elements numbered in |

|the 800 and 900 series are always entered on Line G of the PPT form submitted to CSU Audits. |

|Demotion |

|The movement of an employee from a position in one classification to a position in another classification having a lower level of |

|duties and responsibilities and a lower salary range. A demotion may be voluntary or disciplinary. Movement between alternate |

|salary ranges within a classification does not constitute a demotion. |

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|Employee Action Request (EAR) |

|Employee Action Request, Form 686, is the State of California equivalent to the W-4 form used in the private sector. The document |

|is referred to as the EAR and is used to collect the employee's legal name, birth date, home address, home address release |

|authorization, and federal and state tax-withholding information. |

|Employment History Database (EHDB) |

|The PIMS database is also referred to as the Employment History Database, which is a computerized information file containing |

|official personnel, payroll, and retirement information for the majority of employees of The California State University (CSU) and |

|California State civil service. The responsibility for maintenance and security is delegated to the State Controller, who is the |

|pay agent for The California State University. |

|Employee |

|A person legally holding a position in CSU service. |

|Employment History |

|Personnel/payroll transaction history for those employed on or after the creation of the PIMS database. |

|Established Position |

|A position, which has been authorized in the budget and properly, established in the SCO roster. |

|Executive Appointment |

|Positions in this category include the Chancellor, Vice Chancellors, and campus Presidents. They are appointed by the Board of |

|Trustees. Authorization to appoint such an individual is based upon the Board of Trustees' resolution, which contains effective |

|date and salary rate. An executive employee is one who is primarily responsible for the execution of policy. |

|Exempt |

|An entity that is exempt from civil service as provided in the State Constitution or by other legal provision. The California State|

|University is an 'exempt' entity. |

|Exempt Position |

|A position exempt from civil service as provided in the State Constitution or by other legal provisions in The California State |

|University. |

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|Extension Instructional Faculty |

|A person employed to teach extension classes. |

|Extra Hours |

|Authorized time worked in excess of the regularly scheduled workweek, e.g., overtime. |

|F.I.C.E. Code |

|The F.I.C.E. Code is a six digit unique numeric code assigned to an institution of higher learning, used for identification |

|purposes by the Federal Interagency Committee on Education (F.I.C.E.). The codes are listed in the Education Directory of Higher |

|Education for institutions in the United States. |

|HEERA |

|Higher Education Employer-Employee Relations Act. |

|Hourly Appointments |

|A type of appointment used when the schedule of work may vary from day-to-day or week-to-week, usually for a short period of time |

|but which may be for an extended period. Those who work approximately the same number of hours each pay period should be appointed |

|to a fractional time base as opposed to an hourly time base. |

|Hourly employees who are paid an hourly equivalent rate based on a monthly rate are eligible to earn vacation, sick leave, and SSI |

|credit the same as other support staff employees, but can never attain permanent status. Refer to the SUAM, Title 5 and various |

|sections of the collective bargaining contracts for additional information. Under certain conditions, hourly employees may be |

|required to become members of CalPERS. Refer to Item 505 for mandatory retirement system membership requirements. |

|Mandatory Reinstatement |

|Mandatory reinstatement (return from permanent or temporary separation) refers to those circumstances when either by law, |

|regulation or policy an employee is entitled to be restored to a position. The appointing power shall reinstate any employee who |

|meets all employment requirements and who left the classification with reinstatement rights as prescribed by law to a position in |

|the classification which he/she left or the equivalent (same level of position and salary) thereof. Such employees shall not lose |

|any benefits or credit for prior service enjoyed at the time of separation. |

|Mass Update |

|Any mass action that, when processed, will affect common data elements on many or all records on the PIMS database, e.g., GEN, MSA.|

|Almost all mass updates are initiated by the SCO and/or the Chancellor's Office, with little or no input from the campuses. |

|Matrix |

|An array of data elements, identified by specific symbols that indicate whether an item is a required or conditional entry on a |

|particular transaction code. The required/conditional matrix for each transaction is unique to that transaction. |

|Management Personnel Plan (MPP) |

|An appointment to one of several Administrator classes identified in the CSU Salary Schedule. MPP appointees serve at the pleasure |

|of the campus President or the Chancellor. |

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|Music Studio Instructional Faculty |

|A person employed on a unit of work basis for the purpose of music instruction. |

|Nonacademic Employee |

|An employee who provides supporting services such as clerical, secretarial or maintenance, which are non-instructional and |

|nonadministrative in nature. Such an employee may have supervisory responsibility but normally does not have responsibility for |

|major decisions. An employee in this category is not required to have higher academic degrees as an essential qualification for |

|service. Refer to CSU Salary Schedule-Employee Category Code 1. |

|Nonroster Appointment |

|Nonroster appointments authorize the SCO to pay a specified amount of money from an accompanying position number to a particular |

|individual. Such transactions are short-term or one-time payments and include special consultants, substitute faculty, summer |

|session and extension teachers, etc. The appointment, payment and separation are handled via the transaction A54. Refer also to |

|ROSTER AND ROSTERED APPOINTMENTS. |

|Out-Of-Sequence |

|A transaction effective prior to the most recent transaction already posted on the employee's data base record. Refer to |

|Out-Of-Sequence Processing of this manual for additional information. |

|Pay Plan |

|There are five pay plans for CSU employees: Twelve-month (12/12), ten month (10/10), eleven-twelve (11/12), ten-twelve (10/12), and|

|academic year. |

|Payroll Input Process (PIP) |

|This is an SCO online system used to enter Time and Attendance Report (Form 672), Absences Without Pay (Std. 603), Miscellaneous |

|Payroll/Leave Actions (Std. 671) and Student Assistant Attendance (CD048). |

|Payroll Service |

|A section of SCO Personnel/Payroll Services Division (PPSD), that is responsible for all payroll functions. |

|PBSI/PSI |

|Performance based salary increase (PBSI)/Performance Salary Increase (PSI). Salary increase based on merit. |

|Permanent Appointment |

|An appointment made to a permanent position or other position with the intent to continue the employment of the appointee |

|indefinitely. The term 'permanent appointment' in and of itself confers no particular status to the employee. |

|Permanent Employee |

|An employee who has successfully completed a probationary period and who has the right to continued employment unless he is |

|dismissed for cause or laid off due to lack of work or lack of funds. |

|Personnel Services |

|A section of Personnel/Payroll Services Division (PPSD), SCO , responsible for all PIMS functions. |

|Personnel Information Management System (PIMS) |

|In the past, PIMS was also used to refer to HR-PIMS (currently HR-ISA), which is a section of the Chancellor's Office of Human |

|Relations. HR-ISA is responsible for the CSU portion of the employment history database and the Campus Information Retrieval |

|System. |

|PIMS Manual |

|The CSU policy and procedures manual for documenting and interpreting personnel/payroll transactions on the PIMS database. The CSU |

|PIMS Manual is used by the campuses, the SCO and California Public Employees’ Retirement System (CalPERS). The manual is written by|

|and maintained by the Office of the Chancellor, Human Resources. |

|Position |

|A set of duties and responsibilities which are assigned as a job to be performed on a full-time or part-time basis. |

|Position Number |

|A position is identified by a 13-digit code number made up as follows: Three digit agency code identifying the agency and fund from|

|which salaries are payable; three digit reporting unit code identifying the budgetary function and the location of attendance |

|reporting units within the agency code; four digit class code identifying the classification as shown in the CSU Salary Schedule; |

|three digit serial number identifying the individual position within the class and reporting unit. |

|Positive Attendance |

|Positive attendance is a method of reporting to the SCO the time worked by employees who are employed on other than a full or |

|part-time basis. Payrolls for positive attendance employees are run after campus payroll clerks key-enter the pay request on the |

|PIP system. Pay is issued for time worked as opposed to negative attendance where only dock time is reported. |

|Payroll Procedures Manual (PPM) |

|The Payroll Procedures Manual, is developed and published by the State Controller's Office. The manual contains policy and |

|procedures for those agencies participating in the Uniform State Payroll System. Payroll procedures for the CSU, which differ from |

|other agencies, are in separate sections of the manual. This manual is the basic reference source for payroll clerks. |

|Personnel/Payroll Services Division (PPSD) |

|Personnel/Payroll Services Division is the combined sections of Personnel and Payroll Services, SCO. |

|Personnel/Payroll Transaction (PPT) |

|The Personnel/Payroll Transaction is a unique CSU document used to establish a PIMS database record for each employee and to |

|initiate changes to the existing database record. Effective 02/19/2002, turnaround PPT documents (Form STD 456) were discontinued. |

|Padded PPT documents (Form STD 456A) are used to submit transactions to CSU Audits for processing. Alternately, PPT’s produced via |

|the Campus Information Retrieval System (CIRS) can also be submitted. For additional information, refer to SCO Personnel Letter |

|#02-006. |

|Probation |

|Probation is that period of time during the initial stages of employment when the employee may be rejected from his position |

|without cause. The duration of the probationary period varies with the category of the position and is identified in the |

|appropriate collective bargaining agreement or Title 5. |

|Probationary Appointment |

|Except in a few limited instances such as mandatory reinstatement, all new appointments are probationary appointments. |

|Promotion |

|Following a recruitment action, the movement of an employee from a position in one classification to a position in another |

|classification having a higher level of duties and responsibilities and/or higher salary range. Movement between alternate salary |

|ranges within a classification does not constitute a promotion. The movement of an incumbent to a higher classification as a result|

|of a position being reclassified is not considered a promotion. |

|PSD File Reference Number |

|A nine digit control number assigned to each PIMS/SPAR/EAR transaction that updates Employment History/Key Master. |

|Range Differential |

|The percentage of difference between two consecutive salary ranges. |

|Rank |

|Rank refers to the faculty classification plan where the traditional levels in the faculty hierarchy are defined as Assistant, |

|Instructor, Assistant Professor, Associate Professor, and Professor. A faculty member who has been hired as an Assistant Professor |

|will be referred to as holding the rank of Assistant Professor. Movement from one rank to the next higher rank generally originates|

|with recommendation/approval from the campus president. |

|Rate |

|Any one of the salary rates within a salary range. |

|Reclassification |

|A change in the classification for a particular position based on an evaluation of the duties and responsibilities assigned to the |

|position. The incumbent in the position is usually moved to the new level. A reclassification may be to a higher, lower or lateral |

|level of duties and responsibilities and/or salary rate. |

|Reporting Unit |

|Three digits identifying the budgetary function and the location of attendance reporting units within the agency code. |

|Required Entry |

|Identifies specific elements fields on the required/conditional table that must be entered on a particular transaction. |

|Roster |

|A file of active employees and approved established positions. The SCO establishes an employee roster that is maintained and |

|updated until such time as the employee is permanently separated. Rostered employees may be paid by either negative or positive |

|attendance. |

|Negative attendance means that an employee will receive a regular and continuous payroll warrant which is written by the SCO every |

|month before the regular attendance reports are certified by the campus and returned to the SCO . Positive attendance means that a |

|payroll warrant is written after the attendance reports are prepared and key-entered to the PIP system by the campus. |

|Sabbatical Leave Replacement |

|A temporary appointment of a faculty member to replace a regular faculty member who has been granted a leave of absence with pay. |

|The temporary replacement is usually paid from the Sabbatical Leave Blanket. |

|Salary Range |

|The minimum and maximum rate currently authorized for the classification. |

|Separation Codes |

|When a separation transaction is processed, a separation code is computer-generated on the employee's data base record. For |

|temporary separations, the code is 'T'; for permanent separations, the code is 'S'. The code is found on the PSN (position) screen |

|and identifies the employee's status for employment purposes and whether or not the employee has mandatory reinstatement rights. |

|Separation Form |

|The Separation/Disposition of CalPERS Contributions, Form 687, is completed by employees who are separating from State or CSU |

|employment |

|Serial Number |

|Three digits identifying the individual position within the class and reporting unit. |

|Service-Based Salary Increase (SSI) |

|Salary increase based on an established anniversary date on the employee’s record. |

|State Administrative Manual (SAM) |

|The State Administrative Manual is published by the Department of Finance and contains general policy and directives, which apply |

|to all state agencies. The Chancellor's Office will notify the campuses in the event particular sections of SAM do not apply to the|

|CSU. |

|State Controllers Office (SCO) |

|The State Controller's Office has constitutional responsibility for the payroll function, called the Uniform State Payroll System. |

|The SCO is the pay agent for The California State University. |

|SPB |

|State Personnel Board. |

|Step |

|The difference between rates within a salary range, each successive step generally being approximately 5% higher than the preceding|

|step. A range may be subdivided into half-steps, each successive step being approximately 2 1/2% higher than the preceding step. |

|State Teachers' Retirement System (STRS) |

|At one time, faculty members had the option of membership in STRS or CalPERS. This option is no longer available and all new |

|employees must become members of CalPERS. There are still employees in the system who have retirement membership in STRS and are |

|entitled to maintain that membership unless there is a permanent separation and reappointment. If this should occur, the faculty |

|member would be required to become a member of CalPERS upon reappointment. |

|State University Administrative Manual (SUAM) |

|The State University Administrative Manual is a policy manual published by the Office of the Chancellor. SUAM is updated via |

|periodic Technical Letters and HR’s. Although some policies and procedures may have been superseded by collective bargaining |

|contracts, the document is still used as a basic reference for various policies. |

|Substitute Instructional Faculty |

|A person employed for a limited period to perform the duties of a regular faculty member who is absent from duty. |

|Summer Session Instructional Faculty |

|A person employed to teach in the summer session on an academic credit unit basis, or the equivalent. |

|Teaching Service Area |

|A generally recognized subject matter field or a specialized curriculum, depending on the manner in which faculty assignments are |

|determined at a campus. |

|Temporary Appointment |

|An appointment which is made for a specified period of time. The period of time must be less than the length of the probationary |

|period for the position to which the temporary appointment is being made. |

|Temporary Help |

|A budget classification for funds which may be used to employ persons in various classifications to accomplish the work for which |

|the funds were budgeted. Appointments to temporary help blankets must be consistent with the current policies governing the use of |

|such funds |

|Ten-Month Positions |

|Classifications have been established which allow for appointments on a 10-month basis. Ten-month classes are identified in the CSU|

|Salary Schedule by class title and salary. The annual salary rate is ten times the monthly rate. |

|Those appointed to ten-month classes must be removed from pay status for the two-month period during which s/he will not work. If |

|the employee is expected to return to active employment, move the individual to Roll Code 9 status for two pay periods; otherwise, |

|the individual must be separated. No sick leave, vacation or other benefits shall accrue for the two-month period in nonpay status,|

|except that the individual does receive credit toward the SSI. Completion of the 10-month assignment constitutes completion of the |

|work year. |

|If otherwise eligible, a ten-month employee may participate in the 10/12 pay plan. In this instance, the individual is appointed to|

|an alternate 10/12 range for the class. The effect is that the salary rate for the ten-month assignment is divided over a |

|twelve-month period and the employee remains in pay status for twelve months. Sick leave, vacation and other benefits are accrued |

|for twelve months of the year. |

|Tenure/Permanent Status |

|Refers to one's employment status and means the right to continued employment in a particular university or in the Office of the |

|Chancellor, unless dismissed for cause, laid off for lack of funds, or lack of work. |

|Time Base |

|The time base of an employee refers to the fraction of time for which s/he is appointed, and that time may not be greater than the |

|time base of the position. An employee may be appointed to more than one position as long as the total time appointed does not |

|exceed full-time. |

|Trade Rate |

|The current negotiated rate of payment sometimes made on a regional basis. A Trade Rate is usually an hourly rate, plus a health |

|and welfare contribution, which covers benefits. Refer to Casual Employment. |

|Transaction Code |

|PIMS transactions are divided into 2 categories:  major and miscellaneous.  Major transactions are used to affect major changes in |

|an employee's personnel/payroll status. This includes Appointments, Separations, Changes in Status, and Leaves of Absence. Each |

|major transaction code is preceded by an 'A' or 'S' as in A50 or S10. |

|A miscellaneous change transaction code is generally used to change one specific item of an employee's personnel/payroll data. For |

|example, miscellaneous change transaction code 703 is used to change an employee's school code. |

|Transfer |

|At the discretion of the appointing power, the change of an employee from one position to another in the same class within a |

|department or between departments; to a position in a different classification as designated appropriate by the appointing power. |

|There are no transfer rights to or from Civil Service and only limited transfer rights within the CSU. |

|Triad |

|A period of 36 months or 12 consecutive quarters, commencing with the fall quarter or the quarter to which a faculty member is |

|appointed during his first academic year at a campus on quarter system year-round operation. |

|Year Of Service |

|For executive, administrative, academic employees on 12-month Assignments, and staff support employees, any twelve consecutive |

|months of full-time employment. For nonacademic employees serving in a 10-month assignment, ten consecutive months of full-time |

|employment; for academic employees in academic year appointments, an academic year of full-time employment (2 semesters or 3 |

|quarters). |

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Human Resource Department

Joyal Administration, Rm 164

Fresno, Ca. 93740-8026

(559) 278-2032

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