NU Values Glossary of Terms

Accountability

Accepts responsibility for own actions and decisions and demonstrates commitment to accomplish work in an ethical, efficient and cost-effective manner.

Adaptability

Adjusts planned work by gathering relevant information and applying critical thinking to address multiple demands and competing priorities in a changing environment.

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.

Allocate or re-allocate

The method of placing a position within a Job Family/Zone.

Assignment

The placement of a person into a position within a Job Family.

Benchmark Jobs

Positions that can be matched to salary surveys of market data.

Career Change

When an employee is re-assigned to a new Job Family.

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.

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.

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.

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.

Demotion

Corrective actions or disciplinary reductions in an employee's job assignment or pay.

Exempt

Employees who are not covered by the Fair Labor Standards Act's minimum wage and overtime provisions. These employees are typically salaried.

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.

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).

Incentive Plan

Distribution of monetary awards through incentive payments based upon completion of previously identified plan objectives.

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.

Job Analysis or Job Evaluation

The method of ordering jobs with respect to their value or worth to the organization.

Job Family

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.

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.

Leadership

Communicates the University's vision in ways that gain the support of others. Mentors, motivates and guides others toward goals.

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.

Market (or Labor Market)

Local, regional or national area and/or competitive employers in which employees are either gained or lost.

Market Analysis

Review of salary data to facilitate job pay comparisons and information that reflects the labor force from which the university recruits employees.

Market Pricing

Rate of pay or comparable value for specific jobs in relative labor market.

Market Relevance

Responsiveness to market fluctuations.

Non-Exempt

Employees who are covered by the Fair Labor Standards Act's minimum wage and overtime pay provisions.

NU Values

The compensation and performance management system covering the managerial/professional and office/service employees of the University of Nebraska.

Occupational Knowledge

Level of proficiency in the principles and practices of one's field or profession.

Office/ Service

Office/Service employees are paid hourly and are subject to overtime provisions of the Nebraska overtime law and the FLSA.

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.

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.

Performance Engagement

A system of linking employee's job performance to the University's missions using goals, objectives, and coaching and feedback mechanisms.

Position

A set of duties assigned to job and uniquely identifiable by a position number.

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.

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.

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.

Salary Band

The range of pay for a job family.

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.

Team Focus

Works cooperatively and effectively with others to achieve common goals. Participates in building a group identity characterized by pride, trust and commitment.

Technology Orientation

Commitment to continuous improvement to include understanding and application of technology (hardware, software, equipment and processes).

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.

Voluntary Reduction

When an employee accepts or requests to be placed into a position at a lower zone within the same Job Family.

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.