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Classification & Compensation


Employees of the University of Hawaiʻi fall into one (1) of four (4) distinct categories of employment:

The first three (3) groups are Board of Regents (BOR) appointees and are collectively referred to as BOR employees. The civil service group is subject to the Hawaiʻi Revised Statutes, Chapter 76; is under the guidance of the State of Hawaiʻi Civil Service Personnel System; and is referred to as civil service employees.

Executive/Managerial

  • The executive/managerial (E/M) employees have system wide, campus wide or major campus program responsibility or serve as heads of major organizational segments of the University.
  • The E/M Classification and Compensation Plan is comprised of academic and non-academic classes by campuses. Each class specification summaries the major responsibilities of positions assigned to the class.
  • Most E/M positions are assigned to one (1) of five (5) pay grades based on comparable scope and complexity of work. Positions are further assigned to a pay range in consideration of market data.
  • The E/M salary schedule is approved by the President.

Faculty

Classification:

  • The faculty classification plan for each of our campuses may consist of one (1) or more of the following seven (7) general categories.
    • Instruction – perform a variety of teaching, research and service duties in support of the university's mission. These faculty members may hold tenure, serve in tenure-track positions that are eligible to receive tenure, or occupy positions that are not tenure-eligible. These positions include academic titles such as professor, associate professor, assistant professor, instructor or lecturer. Candidates for teaching positions hold advanced degrees or have training and work experience at levels equal to advanced degrees.
    • Research – perform a variety of research and service duties in support of the university's mission. These faculty members may hold tenure, serve in tenure-track positions that are eligible to receive tenure, or occupy positions that are not tenure-eligible. These positions include academic titles such as researchers, associate researchers, assistant researchers, and junior researchers. Candidates for research positions hold advanced degrees or have training and work experience at levels equal to advanced degrees.
    • Specialist – perform counseling and other professional non-research specialized work that is auxiliary to instruction or research programs.
    • Librarian – include reference librarians, technical services librarian
    • Extension Agent – include junior extension agents, assistant extension agents, associate extension agents, and county extension agents.
    • Graduate Teaching Assistant – graduate students that function as teaching assistant or research assistant
    • Lecturer – persons employed for short-term teaching assignments, usually on a part-time basis.

Compensation:

  • The minimum annual salary for faculty is outlined in the Unit 7 agreement between the University of Hawaii Professional Assembly and the Board of Regents of the University of Hawaii.
  • High Demand Disciplines
    • The President is delegated authority to establish high demand academic disciplines for which recruitment and/or retention of faculty of quality desired by the University exceeds the University faculty salary thresholds. Refer to Executive Policy E5.222 High Demand.
  • Special Salary Adjustment Form
    • In accordance with the BU7 agreement, faculty may apply for a special salary adjustment when appropriate by completing the Special Salary Adjustment form and submitting to the appropriate campus dean or director. See Reference 18, Memorandum of Understanding on the Procedures for Special Salary Adjustments and Bonus Payments, in the BU7 agreement for information.

Administrative, Professional and Technical (APT)

  • The Administrative, Professional and Technical (APT) positions include professional, non-faculty type positions that require a baccalaureate degree such as research associates, educational specialists, administrative officers, auxiliary and facilities services officers, and human resources specialists.
  • The classification structure consists of 13 broad career groups which are divided into functional groups. The APT positions are assigned to one (1) of four (4) pay bands based on work complexity and scope of responsibility. The Vice Presidents and Chancellors are delegated authority to classify APT positions.
  • Position Description Generator
    • Secured system used to create on-line APT position descriptions. Supervisors work in consultation with human resources representatives in obtaining a position number, creating the duties and responsibilities of the position, and determining the minimum qualifications of the position. Upon recommendation by the dean/director, the vice president/chancellor is authorized to approve the classification of APT positions.
  • Exception to Designated New Hire Rate System (excludes Information Technology positions)
    • Secured system used to determine and justify salary placement of a new hire. Salary assignment is commensurate with relevant training, education, experience and other qualifications. The vice president/chancellor is authorized to approve the salary placement upon recommendation by the dean/director.
  • Salary Matrix for Information Technology (IT) positions
  • The APT salary schedule is negotiated with the exclusive representative.  The APT broadband salary schedule is used to determine salary placement within the broadband system.
  • Special Compensation Adjustment System
    • Secured system used to nominate and approve performance awards for APT employees that have performed on an exceptional basis all year round. In accordance with administrative procedure A9.170 and campus direction, supervisors may nominate employees annually during the designated period. The vice president/chancellor is authorized to approve the performance award bonus upon recommendation by the dean/director and subject to fund availability.

Civil Service

  • Civil Service positions include a variety of occupations relating to clerical, library support, property protection, nursing, medical support, labor, custodial, trades, and equipment operation. The System Office of Human Resources is delegated authority to classify civil service positions.
  • The State Department of Human Resources Development (DHRD) maintains the Class Specifications and Minimum Qualification Requirements and Compensation Plan for the State of Hawaiʻi.
  • The hiring pay rate is the minimum or entry rate of the salary range assigned to the class. While the salary range assignment (i.e., SR08, BC02) is determined by DHRD, the rate of pay an employee receives is subject to collective bargaining.
  • The civil service salary schedules are negotiated with the respective exclusive representatives.