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Definition of Terms

Acting/Interim Assignments: In the absence of the supervisor, an employee may assume additional and different levels of responsibilities for a temporary period of time.

Additional Compensation: Additional pay when an employee works in excess of a full-time equivalency. The additional duties should not be performed during the employee’s regular working hours with the primary department and must be pre‐approved by the Division of Human Resources.

Administrative Employee: Any employee whose position entails significant administrative and/or professional duties.

Classification: A group of positions sufficiently similar in content of duties and responsibilities that the same title is assigned.
 
Compensatory Time: Time accrued by a non-exempt employee at the rate of one‐and‐one‐half times for all hours worked in excess of 40 hours in a work week. Accrued compensatory time needs to be taken within 30 days of its accrual.  Exempt employees are not eligible for compensatory time.
 
Creation of New Position: A new position that has never previously existed in the department/office; identifies responsibilities of the new position and minimum requirements.
 
Demotion: A downward movement of an employee from a position in one class (title) to a position in another class having less responsibility and with a lower maximum salary range.
 
Dual Employment: An employee who is authorized to work in more than one position at the university.
 
Educational Incentive Award: A one‐time award received at the completion of an approved certificate/licensure and/or degree program.
 
Equity Adjustment: A change in pay that ensures an employee’s salary appropriately reflects his/her skills, competency, job knowledge, education, experience, and sustained contribution in relationship to similar positions within the classification and with respect to compression related issues vis‐à‐vis the supervisory hierarchy.
 
Exempt Employee: An employee who qualifies as being exempt from the overtime provisions of the Fair Labor Standards Act because of his or her assigned duties and salary. Exempt employees do not receive overtime pay for work performed in excess of the 40-hour work week.

Job Audit/Evaluation: This term refers to a systematic procedure for gathering information about a position in order to determine the most appropriate position classification.
 
Job Description: A written description of the duties and responsibilities, extent of supervision received and given, educational and experience requirements, and other pertinent factors for a given position.
 
Lateral Transfer: Refers to a change of an employee from one position to another position in the same class or a different class with the same salary range.
 
Market‐Based Adjustment: A change in pay to recognize appropriate market value of a job as determined by salary survey information and approved by Compensation Administration.
 
Non-Exempt Employee: An employee who is subject to the overtime provisions of the Fair Labor Standards Act because of his or her assigned duties and salary. Non-exempt employees will be paid at one-and-one‐half times the hourly rate or will be granted compensatory time for work performed in excess of 40 hours during the work week.
 
Operational Excellence Award: An allocation by the State of Florida and/or University resulting in a merit award for an employee or group of employees based on continuous outstanding performance resulting in a significant contribution to the department’s mission strategic planning, and/or consistent support to the department’s objectives.
 
Overtime: Paid at the rate of one-and -ne‐half (1 ½) times an employee’s regular rate of pay for all hours worked in excess of forty (40) hours in a work week as defined by FLSA Fair Labor Standards Act. “Hours worked” refers to the amount of time actually worked in a work week. Exempt employees are not eligible for overtime pay.
 
Project-Based Pay: An approved one-time bonus received by an employee upon completion of a special project or assignment of significance. The amount is dependent upon the nature and complexity of the project. Only one project‐based bonus is allowed per fiscal year.
 
Promotion: An upward movement by a current employee who transfers to another position which has a greater level of responsibility and a higher salary range. In determining the salary increase for promotions, the following factors are taken in to account:
‐ Budget
‐ Market Conditions
‐ Candidate’s credential (skills, experience, performance knowledge and education) for the job weighed against the minimum qualifications required and the relevant credentials of others in the same position.
 
Reclassification: A re‐allocation of a position in one class to a different class based on a change in the job duties.
 
Retroactive Pay: A delayed wage payment for work already performed. Salary actions that are retroactive for more than 30 days will not be processed.
 
Shift Differential Pay: An additive paid for the entire shift when the majority of the hours worked fall after 6:00 p.m.  When the majority of the hours fall after 6:00pm, an additive of 3 percent is added to the bi-weekly rate. When the majority of the hours fall after midnight, a 6 percent additive is added to the bi-weekly rate.
 
Spot Awards: An immediate recognition to reward an employee for exceptional performance beyond the prescribed expectation of the employee’s job. Spot awards are given after the event has been completed, usually without pre‐determined goals or set performance levels and paid as a one‐time bonus.
 
Temporary Administrative Increment: A temporary increase added during the period that it may be necessary for an employee to assume additional responsibilities for a temporary period of time.
 
Transfer: A movement that occurs when an employee moves from one department to another department.
 
Update: An action taken to effect revisions to the duties assigned to a position and/or changes such as reporting relationship, which do not warrant a change in job code and title. 
 
Variable Compensation Plan: A pre‐determined bonus plan based on a performance and reward schedule. This plan should include a schedule with specific targets to be achieved, goals, pre‐established criteria and payout schedule.
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