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Accountability
| Accepts responsibility for own actions
and decisions and demonstrates commitment to accomplish work in an
ethical, efficient and cost-effective manner.
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Adaptability
| Adjusts planned work by gathering relevant
information and applying critical thinking to address multiple demands
and competing priorities in a changing environment.
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Advancement
| When an employee is given a pay increase, but stays
within the same Job Family Zone. May occur because of additional
duties, projects or assignments within the same scope of their current
position.
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Allocate or re-allocate
| The method of placing a position within a Job Family/Zone.
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Assignment
| The placement of a person into a position within a Job Family.
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Benchmark Jobs
| Positions that can be matched to salary surveys of market data.
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Career Change
| When an employee is re-assigned to a new Job Family.
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Communication
| Effectively conveys information and expresses
thoughts and facts. Demonstrates effective use of listening skills and
displays openness to other people's ideas and thoughts.
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Compensation
| The method of maintaining balance between interests
of operating the university within the fiscal budget and attracting,
developing, retaining and rewarding high quality staff through wages
that are competitive with the prevailing rates for similar employment
in the labor market.
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Competencies
| The combination of observable and measurable
knowledge, skills, abilities and personal attributes that contribute to
enhance employee performance and ultimately result in organizational
success.
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Customer/Quality Focus
| Anticipates, monitors and meets the needs of
customers and responds to them in an appropriate manner. Demonstrates a
personal commitment to identify customers' apparent and underlying
needs and continually seeks to provide the highest quality service and
product to all customers.
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Demotion
| Corrective actions or disciplinary reductions in an employee's job assignment or pay.
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Exempt
| Employees who are not covered by the Fair Labor
Standards Act's minimum wage and overtime provisions. These employees
are typically salaried.
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Feedback & Coaching
| Supervisor's ability to demonstrate effective use
of listening skills, to display a general openness to employees' ideas
and thoughts and to praise or provide constructive assessment of an
employee’s work performance and work habits.
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FTE
| Full-Time Equivalency. Relates to the number of
hours worked as a percentage of full-time hours (e.g., an FTE of 0.50
means a person works half-time or twenty hours per week).
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Incentive Plan
| Distribution of monetary awards through incentive payments based upon completion of previously identified plan objectives.
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Inclusiveness
| Fosters respects for all individuals and points of
view. Interacts appropriately with all members of the campus community,
campus visitors and business and community partners without regard to
individual characteristics. Demonstrates a personal commitment to
create a hospitable and welcoming environment.
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Job Analysis or Job Evaluation
| The method of ordering jobs with respect to their value or worth to the organization.
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Job Family (PDF)
| Groupings of related jobs with common
vocations/professions in that they have similar market characteristics,
related key behaviors and a continuum of knowledge, skills and
abilities.
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Job Title
| The word or words that identify a job. In NU Values
the system job title is a combination of the job family and zone names,
e.g., Library Services Associate. The zones are labeled Assistant,
Associate, Specialist and Senior. Job families with only three levels
do not have a Specialist zone. The working job title is more specific
and descriptive.
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Leadership
| Communicates the University's vision in ways that gain the support of others. Mentors, motivates and guides others toward goals.
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Managerial/Professional
| Managerial/professional employees are normally paid
monthly salaries, have responsibilities primarily managerial or
professional in nature and are generally exempt from the overtime
provisions of the FLSA.
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Market (or Labor Market)
| Local, regional or national area and/or competitive employers in which employees are either gained or lost.
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Market Analysis
| Review of salary data to facilitate job pay
comparisons and information that reflects the labor force from which
the university recruits employees.
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Market Pricing
| Rate of pay or comparable value for specific jobs in relative labor market.
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Market Relevance
| Responsiveness to market fluctuations.
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Non-Exempt
| Employees who are covered by the Fair Labor Standards Act’s minimum wage and overtime pay provisions.
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NU Values
| The compensation and performance management system
covering the managerial/professional and office/service employees of
theUniversity of Nebraska.
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Occupational Knowledge
| Level of proficiency in the principles and practices of one's field or profession.
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Office/ Service
| Office/Service employees are paid hourly and are subject to overtime provisions of the Nebraska overtime law and the FLSA.
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Performance Evaluation
| The method of evaluating an employee's performance
which involves tracking, evaluating and giving feedback on actual
performance based on key behaviors/competencies established in the
goals that support the achievement of the overall organizational
mission.
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Performance Increase
| Consistent with the University President’s
Memorandum dated Feb. 1995, an increase in salary may be granted only
on January 1 and July 1, as funding permits. Employee must have worked
in same Job Family and Zone for at least 6 months and be supported by
evidence in the employee’s personnel file. The total amount of
performance increases given to an employee per year may not be less
than one (1) percent or more than ten (ten) percent. This increase is s
eparate from any pay increase pursuant to the policies governing annual
increases generated by legislative appropriations.
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Performance Engagement
| A system of linking employee’s job performance to
the University’s missions using goals, objectives, and coaching and
feedback mechanisms.
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Position
| A set of duties assigned to job and uniquely identifiable by a position number.
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Position Description
| A written statement that describes the work that is
to be performed by the job incumbent. The description includes general
position information, a summary sentence, detailed duties and
responsibilities, and minimum qualifications.
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Promotion
| A job change that involves movement of an employee
to a higher zone within the same Job Family, which results in an
increase in pay.
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Salary Adjustment
| An Increase in salary authorized to address the
recruitment or retention of an individual as a result of an offer by
another employer. Requires prior approval from campus Human Resources
Director.
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Salary Band
| The range of pay for a job family.
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Salary Survey
| A published summary report of salary information of
benchmarked positions from multiple employers. Human Resources uses a
comparison of multiple salary surveys to price jobs to the labor market.
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Team Focus
| Works cooperatively and effectively with others to
achieve common goals. Participates in building a group identity
characterized by pride, trust and commitment.
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Technology Orientation
| Commitment to continuous improvement to include
understanding and application of technology (hardware, software,
equipment and processes).
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Transfer
| A movement to a different position in the same job
family and zone, in the same or a different Organizational Unit. It is
not considered to be a promotion.
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Voluntary Reduction
| When an employee accepts or requests to be placed into a position at a lower zone within the same Job Family.
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Zone
| Represents a recognizable and measurable level of
responsibilities, skills and expertise within a Job Family and the
associated salary base. The zones are labeled Assistant, Associate,
Specialist and Senior.
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