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Stronger Together
At Auburn, our Staff and Administrative & Professional (A&P) employees play a crucial role in the functioning and success of our university.
While faculty members focus on teaching, research, and academic leadership, Staff and A&P employees contribute to various essential areas that support the overall operations of Auburn.
A summary of information regarding working at Auburn is posted below. Click on the respective hyperlinks if you would like additional information on a topic.
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New Employees
The university’s Onboarding Center, located at 1530 E. Glenn Ave., provides a positive and welcoming experience for new employees.
The Onboarding Center supports the university's strategic initiatives by helping new hires become productive members within Auburn as quickly as possible.
New employee orientation (NEO) is designed to provide a comprehensive introduction to the University’s mission, traditions, culture, policies, resources, and available benefits. Orientation is conducted virtually each Thursday for all full-time employees.
Auburn University is required to verify an employee’s eligibility for employment in the United States upon offer and acceptance of appointment. To ensure compliance with the law, a university representative must verify an employee’s identity and work authorization by completing a Form I-9, in addition to successful completion of an E-Verify action.
IMPORTANT: The employee must complete Section 1 of the Form I-9 no later than the first day of employment (when the employee begins work for pay), and the designated University representative must complete Section 2 of the Form I-9 no later than the third business day of employment (when the employee begins work for pay).
New employees of Auburn University are on probation for a 90-day period. The probationary period serves two purposes:
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New employees can evaluate their job, unit, supervisor, and colleagues and decide whether to remain in university employment.
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Supervisors can evaluate the employee's performance and decide whether to retain them as a regular employee, extend their probationary status, or terminate their employment.
The probationary period can be extended only once up to a maximum of 90 days. Employees with questions about their job or performance should seek assistance from their supervisor.
Additional information (Section 2.8)
Governance Groups
Many Auburn employees are supported by a university governance group based on their job classification, as designated by the Fair Labor Standards Act. (FLSA)
Additional information is listed below.
|
Employee Type |
Position Designation (FLSA) |
Governance Group |
|---|---|---|
|
Staff |
Nonexempt |
University Staff Council |
|
Administrative & Professional |
Exempt |
Administrative & Professional Assembly |
|
Faculty |
Exempt |
University Senate |
Group Information
All non-faculty employees whose positions are designated as FLSA “exempt” are members of the Administrative and Professional (A&P) Assembly. The Assembly was established to afford A&P employees representation in the University governance process.
The Assembly is an elected body established at Auburn University by the authority of the University Board of Trustees. The purpose of the Assembly is to advise the President regarding policies, procedures, and general welfare issues affecting A&P employees.
The Assembly is composed of up to 25 members from the A&P employee group. The Assembly meets regularly, and all meetings are open to A&P employees. Representation in the Assembly is proportional among the vice presidential and presidential categories as determined by the Assembly’s Executive Committee.
* Employees in exempt positions are paid monthly. The term “exempt” derives from the Fair Labor Standards Act, a federal law establishing categories of employees eligible for overtime pay.
The Auburn University Staff Council (AUSC) is composed of employees in positions that are designated as FLSA “nonexempt”*.
The AUSC is an elected body established at Auburn University by authority of the University Board of Trustees. The purpose of the AUSC is to promote better understanding, cooperation, and communication among all constituent groups and to endorse the mission and goals of Auburn University. The AUSC also facilitates communication to the President regarding policies, procedures, and general welfare issues affecting Staff employees.
All AUSC employees are encouraged to discuss any policies or concerns affecting the group with their representative on the AUSC. A list of representatives is available on the AUSC website.
* Employees in nonexempt positions are, by and large, paid hourly. The term derives from the Fair Labor Standards Act, a federal law, which establishes categories of employees eligible for overtime payment.
Faculty members at Auburn University are involved to a significant degree in the formulation and review of institutional policies that affect the academic and professional welfare of the University and the Faculty.
This involvement is achieved primarily through the organizations of the University Faculty and the University Senate, which are described in the University Faculty Constitution and the University Senate Constitution found in chapter 2 of the Faculty Handbook.
Appointment Status
Employment is subject to a variety of terms and conditions as identified by university needs and generally accepted personnel management practices.
Key Terms
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Regular employee: An employee who has successfully completed an initial probationary period. Regular employees are subject to limited term or continuing appointments, are paid either biweekly or monthly, and are eligible for the employee benefit package.
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Limited term appointment: An employee hired for a specific period (generally governed by the duration of a project, contract, or grant). The duration of term will be specified at the time of employment.
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Continuing term appointment: An employee hired for an unspecified time. These individuals are still subject to funding availability, performance rules, and the university's business needs.
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Temporary employee: An individual who is employed for the purpose of completing work in the absence of a regular employee and/or assisting with departmental business needs in cases of special projects, abnormal or peak workloads, seasonal work, or emergencies. Temporary or TES employees are assigned for a limited duration and do not have the expectation of a long-term, continuing employment relationship.
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Part-time employee: An employee with a normally scheduled work week of less than 40 hours.
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Full-time employee: An employee with a normally scheduled work week of 40 hours or more.
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Permanent: A tenure-track or tenured faculty position or any regular position that is expected to continue indefinitely, and in which the employee intends to remain indefinitely.
Additional information (Section 2.2)
Working Hours
The established university-wide standard work week begins at 12:01 a.m. Sunday and ends at 12:00 midnight the following Saturday.
Regular University office hours are 7:45 to 11:45 a.m. and 12:45 to 4:45 p.m., Monday through Friday. An employee's working hours may vary depending on the departmental schedule or the employee's position.
It may be necessary for the employee to work outside their normal schedule because of emergency situations. If an employee has any questions concerning their work schedule, they should direct them to their unit supervisor.
Additional information (Section 2.2.7)
Parking
The mission of Parking Services is to enhance transportation to and within Auburn University’s campus.
All University employees must register their vehicle with Parking Services. For more information about Parking Services and how to register a vehicle, visit the Parking Services website. The Parking Services office is located on the 2nd floor of the South Quad Parking Deck on Lem Morrison Drive.
Changes in Employment
A promotion is a recognized job advancement due to a validated significant and permanent increase in the job content value of the position’s assigned work. This work is either,
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Being performed by an employee currently assigned to the position, or
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To be performed by an employee who has been selected to be assigned to this position through a competitive selection process, or
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To be performed by an employee who has been appointed to the position through a legitimate university-authorized organizational establishment, expansion, or reorganization, in full compliance with university policies and applicable law.
As they become available, employees are eligible to be considered for positions which represent promotional opportunities for them.
Additional information (Section 2.5)
At times it may be appropriate for an employee to move -- voluntarily or involuntarily -- from one job to another job with the same or similar job content value. To identify whether the move is designated as "lateral", the following pay range comparisons will exist:
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Same Job Family Pay Structure: A lateral move occurs when the new job is allocated to the same pay grade range within the same job family pay structure as the employee’s current job.
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Different Job Family Pay Structure: A lateral move occurs when the new job is allocated to a different job family pay structure, and the new job’s pay range midpoint is within +/- 5% of the pay range midpoint of the employee’s current job assignment.
In both cases, the jobs are considered “like-valued” jobs, and the move is considered a lateral position move. The underlying reasons for the lateral move will help determine if a pay adjustment recommendation is warranted.
At times it may be appropriate that an employee move -- voluntarily or involuntarily -- from one position and job to a different position and job having a lower job content value. As a result the ending job is allocated to a lower pay grade range in the current job’s job family pay structure, or to a different position and job in a different job family pay structure whereby the pay grade range reflects a lower value. This action is defined as a demotion. To identify whether the move is designated as a demotion move, the following pay range comparison will exist:
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Same Job Family Pay Structure: A demotion move occurs when the new job is allocated to a lower pay grade range within the same job family pay structure as the employee’s current job.
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Different Job Family Pay Structure: A demotion move occurs when the new job is allocated to a different job family pay structure, and the new job’s pay range midpoint is 5% or more below the pay range midpoint of the employee’s current job assignment.
In both cases, the jobs are considered “lower-valued” jobs, and the move is considered a demotion move. The underlying reasons for the demotion move will help determine if a pay adjustment recommendation is warranted.
Additional information (Section 2.7)
A&P employees may resign by submitting their resignation in writing to their immediate administrative supervisor. A copy of the written resignation must be forwarded to University Human Resources (UHR) for inclusion in the employee's personnel file. A&P employees should give at least a one-month notice.
Staff employees may resign by submitting their resignation in writing to their immediate administrative supervisor. A copy of the written resignation must be forwarded to UHR for inclusion in the employee's personnel file. Staff employees should give at least a two-week notice.
Additional information (Section 2.21)
Personnel Record
Official personnel records for all employees (except student employees) are maintained by University Human Resources. Documents in an employee's record include application forms, résumés, vitas, personnel action forms, and related materials.
Important to Note
The Employee Resource Guide was developed specifically for University Staff and Administrative & Professional (A&P) employees of Auburn University. Faculty members are also encouraged to reference the Faculty Handbook, as it includes policies and procedures that uniquely pertain to Faculty.
If there is a conflict, University Policies supersede the Employee Resource Guide or any previous employee handbooks.
