Compensation

University of Arizona Career Architecture Project (UCAP)

The Division of Human Resources is excited to announce the launch of the University of Arizona Career Architecture Project (UCAP). For approximately the next two years, UCAP will represent a complete re-design of the current job and compensation system for classified staff and appointed professionals.

Job Descriptions 

Classified Staff positions are defined by job descriptions and pay grades. Appointed personnel positions currently have job descriptions but no pay ranges. For an alphabetical list of job titles, click here. For all current job openings at UA, please visit UACareers.

How Hours in a Fiscal Year Affect Annual Pay Rates

Employees at the University of Arizona are paid on a fiscal-year basis. This results in slight fluctuations in biweekly earnings, depending on the number of hours in the fiscal year. Click here for an explanation and example.

UA Compensation Philosophy

In order to fulfill its mission, the University of Arizona shall maintain a compensation program directed toward attracting, retaining, and rewarding a qualified and diverse workforce. Within the boundaries of financial feasibility, employee compensation shall be externally competitive and internally equitable, and shall be based upon performance as recognized within the work unit.

Faculty/Appointed Professional Compensation Guidelines

All institutions that accept federal grants and contracts must define and establish guidelines for compensation. To ensure that the University of Arizona is in compliance, a review was conducted to clarify and standardize the categories and definitions of compensation for faculty and appointed professionals at our institution. these guidelines apply to all faculty and appointed professionals, regardless of funding source used for compensation.

Compensation Definitions for Faculty and Appointed Professionals: This link defines and gives examples of the three categories of compensation for Faculty and Appointed Personnel: Institutional Base Salary (IBS), Supplemental Compensation and Other Professional Services.

Faculty Annual Performance-Based Component (APBC) Guidelines: These guidelines provide procedures by which departments and colleges may grant an additional salary component that is awarded on a one-time basis only for the next contract year but does not become part of the faculty member’s regular salary.

Memo on OPS Payment to International Scholars & Faculty Employees: Many foreign national employees and researchers are barred from receiving OPS payments. This memo outlines restrictions.

Other Professional Service (OPS) form, with instructions: Links to the UA e-forms website.

Fair Labor Standards Act 

The Fair Labor Standards Act (FLSA) is a federal law requiring that "non-exempt" employees who work more than 40 hours in a workweek must receive overtime pay of 1½ times their regular rate of pay. (As a public sector employer, the University may use equivalent compensatory time off instead of the direct dollars.) The act also provides that an employee may be "exempt" from the overtime provisions if certain requirements are met. These requirements are commonly called the white-collar exemption rules.

Regulations

The white-collar exemption rules have three main components, the salary basis test, the duties test, and the salary level test. An employee must meet all three of these tests in order to be exempt from overtime.

The salary basis test requires that the employee regularly receive a predetermined amount of weekly compensation each pay period, an amount that is not subject to fluctuation.

The duties tests require that the employee's duties meet the standards of one of five duties-based exemption tests: (1) the executive exemption, (2) the administrative exemption, (3) the professional exemption, (4) the computer exemption, or (5) the highly compensated exemption.

The salary level test requires that an employee earn at least $455 per week (prorated by FTE) to be exempt. Any employee who earns less must be non-exempt even if the job he or she is performing has been designated as exempt.

For FLSA calculation tools and resources, click here.

Exceptions

There is a notable exception to the three-pronged exemption test process that affects medical doctors, lawyers and teachers. Individuals serving in these capacities are not subject to the Salary Level Test and remain "exempt" regardless of weekly pay.

Resources

Decision Tree to Determine FLSA Status: This decision tree outlines the steps the UA uses to determine an employee's exemption status.

FLSA Calculator: Use this tool to determine whether an employee holding one or more exempt job titles meets the salary-level test.

Time Reporting for Exempt Employees: Find time reporting options and procedures for exempt employees in UAccess Employee.

Department of Labor—FLSA Home Page

Postdoctoral Personnel Policies

The Postdoctoral Affairs website maintains policies on job titles and hiring practices for postdoctoral students.

Time Reporting Deadlines

To ensure that everyone gets paid accurately and on time, payroll timelines have been established. These timelines help departments ensure their employees are paid without delay. Learn more.