University of Nebraska makes all decisions regarding recruitment,
hiring, promotion, and all other terms and conditions of employment
without discrimination on the basis of race, color, religion, sex,
national or ethnic origin, age, disability, marital status, veterans
status or individual characteristics other than qualifications for
employment, quality of performance of duties, and conduct related to
employment in accordance with University policies and rules and
Unless otherwise specified in a written appointment or in a written
contract of employment approved by UNK, office/service and
managerial/professional employees are employed at the will of UNK and, with the advance notice prescribed in Resignation and Dismissal,
UNK may dissolve the employment relationship for any reason that is not
otherwise unlawful without the necessity of showing cause for such
action. UNK may also dissolve the employment relationship for cause as
provided in Dismissal for Cause.
The NU Values program shall be applicable to all regularUniversity
of Nebraska Office/Service and Managerial/Professional positions.
The NU Values program is a compensation and performance management
system for Office/Service and Managerial/Professional employees of the
University of Nebraska. NU Values:
The NU Values program groups all positions having similar
characteristics into job families so that an effective, equitable and
market relevant level of compensation may be identified. This
categorization is based on an analysis of each position in order to
determine the general function, the duties and responsibilities, the
supervision received and exercised, and the educational background,
training, and experience needed for the position.
Under NU Values the role of Human Resources (HR) is that of a
business partner to unit leadership, consulting with them as decisions
are made concerning their employees classification/compensation. HR
will continue to monitor for compliance with state and federal
regulations, as well as University policy and may be required to review
documentation describing pay or zone placement decisions that are
outside of certain policy and governmental parameters.
Compensation decisions are initiated by requests routed through the unit leadership and approved by HR using either the Position Questionnaire form (in the case of classifications & reclassifications) or through salary discussions at the time of a job offer
Under NU Values system, HR will hold the primary responsibility of
ensuring that staff is compensated appropriately and fairly. HR will
provide unit leaders with the necessary resources to make decisions on
job title, family and zone placement and salary. The unit leadership
holds responsibility for making and documenting decisions in compliance
with all laws, regulations and policies. HR will retain primary
responsibility for determining market relevance, the employment
category (managerial/professional or office/service) and the exemption
designation (exempt/salaried or nonexempt/hourly-paid). In order to
make these determinations, HR will acquire and maintain internal and
external salary data, review all newly created positions, review all
changes of zone or family, and review all salary changes that exceed
Authority & Responsibility
The Vice President for Business and Finance is responsible for the maintenance and revision of the NU Values program.
The Director of Human Resources, Central Administration,
coordinates the administration of the NU Values program and shall
develop procedures, as required, to facilitate the consistent
application and administration of policies related to NU Values.
The Chief Business Officers are responsible for the overall direction of the NU Values program at the campus level.
The Human Resources Directors are responsible for the day-to-day administration of the NU Values program at the campus level.