Position Management & Compensation

Explore our comprehensive Position Management & Compensation processes, tailored to optimize organizational structure and reward systems for enhanced workforce effectiveness.

Position Management & Compensation

All positions at Salisbury University require an up-to-date Position Description on file. Position descriptions outline the necessary skills, training and education requirements for employees and provide detailed information about duties and responsibilities of the job. Position descriptions can serve as a recruitment tool or tool for interviewing candidates, orienting new employees and evaluating job performance.

PIN Positions

A PIN position is meant for regular employees recognized by the State of Maryland. PIN positions can be non-exempt or exempt, full-time or part-time, faculty or staff and follow the legally mandated distinctions in the Fair Labor Standards Act (FLSA 29 U.S.C). PIN positions are eligible for all benefits offered by the USM, based on percentage of time worked.

Contingent Positions

Contingent positions provide non-regular employment for non-exempt or exempt positions within the USM system. Contingent employment, compensation, terms and conditions of employment are governed by a written agreement (contract) and the BOR-USM Policy VII – 1.40.

Contingent positions fall in the contingent I or contingent II category and follow applicable Federal and State of Maryland Equal Employment Opportunity and Affirmative Action laws and other applicable USM employee policies.

Contingent I Category

The Contingent I category (CI) is defined as any contingent employee whose written agreement (contract) is for a term of six months or less regardless of the percentage of time worked. Generally, CI employees are used for seasonal or intermittent/ad hoc work as needed. Since these positions are temporary in nature, there is no search required for CI positions and these employees are not entitled to receive fringe benefits.

Contingent I employees can be part-time or full-time, exempt or non-exempt. Part-time contingent I contracts may be renewed indefinitely by executing new contracts of up to six months. Full-time CI contracts (20 hours or more per week) are limited to two 6month contracts in a 12month period. At SU, contingent I contracts are most commonly issued for administrative support and/or adjunct positions.

Evergreen Positions

Evergreen positions are a type of position in the contingent I category that are in a constant state of hire and therefore require an open job posting at all times. This technique is used to develop pools for hire and streamline the hiring process.

Currently at SU, we consider the following CI positions as evergreen: Adjuncts, Students, Housekeepers, and Food Service Aids.

Contingent I Resources

Adjunct Faculty Resources

Contingent II Category

The Contingent II category (CII) is defined as any contingent employee whose written agreement (contract) is for more than six months, but no more than 12 consecutive months. CII employees can be full-time or part-time, exempt or non-exempt. This category is not meant for seasonal or intermittent/ad hoc work.

Contingent II employees are required to be hired through a competitive recruitment and selection process and are eligible for certain benefits depending on their contract terms. CII employees are entitled to receive service credit for the time served in this category, if appointed, without a break in service, as a regular employee (PIN).

As of October 2004, the University limits the appointment term of any newly hired CII employee to two (2) years in a position. This limit does not apply to “externally” funded positions or Non-Tenure Track Faculty. Pursuant with BOR Policy III05 Non-Tenure Track Faculty can receive contracts for up to three (3) academic years before renewal. After six (6) consecutive years as a full-time Non-Tenure Track Faculty member you are eligible for regular employment or the 7.25% of annual salary in lieu of an employer contribution to the state-sponsored retirement or pension plan.

Contingent II Resources

Contract Processing

Written agreements (contracts) are required for both CI and CII employees. The contracts are processed in PeopleSoft by departments in partnership with HR. Instructions for processing can be found below.

What positions go through the PeopleSoft Contract Process?

  • Evergreen Positions: Students, Adjuncts, House Keepers, and Food Service Aids.
  • Overload Contracts.
  • C1/C2 contract renewals without changes.
    • Contract renewals must be approved by the department/school prior to being processed.

All positions must have a job description.

Please note: If there are changes to these positions or contracts, a new request must be made through the Position Request Process.

Other Procedural Mandates

  • An offer letter will be required for a new adjunct or one who is returning after three academic years of inactivity.
  • The I-9 must be completed if the contractual staff/adjunct misses one semester.
  • The W-4 and Direct Deposit for a contractual staff/adjunct must be completed after one academic year of inactivity.
  • Staff employees (nonexempt or exempt) who teach as a secondary concurrent employment instance should be issued an adjunct contract and a dual employment form.
  • The Adjunct contract start date will be five (5) business days prior to the first day of class. This change will provide for course preparation time within the employment contract.

Faculty Overload

Staff Assignment Detail Changes

Request for Temporary Services

Affordable Care Act (ACA) Guidance for Benefit Calculation

To calculate eligibility for health benefits, please see the information below.

  • Not eligible for health benefits
    • Less than 30 hours per week or less than 9 credit hours
    • 30 hours or more per week or 9 credit hours or more and for less than 90 days
  • Eligible for health benefits
    • 30 hours or more per week or 9 credit hours or more and for at least 90 days
    • Hours within SU, USM or other Maryland State agencies are combined to determine benefits eligibility
    • Review year for average hours worked eligibility is October 15 to October 14

Calculating Credit/Work Hours:

Converting hours worked and credit hours:
9 credit hours = 30 work hours
1 credit hour = 3.34 work hours
.3 credit hour = 1 work hour