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Compensation & Classification has its own language. This list of vocabulary words will help employees with the understanding of compensation terms.

Refers to a staff employee whose duty consists of the director, associate, or assistant administrator of a recognized entity, is not more than three levels below the Chancellor and President or a Vice President excluding positions listed in the Clerical Allocation Plan, is responsible for participating in the administration of the department or entity and is responsible for the duties and responsibilities of the administrator or director in his/her absence.The position is a professional librarian or coach.

See Administrative Titles.

Refers to a staff employee that is not included in any of the above definitions and will have a minimum and maximum base salary established in the compensation pay plan.

See Classified Job Titles.

Compensatory Time
In situations in which the employee has not worked more than 40 hours in a work week but the total hours, for the week, including paid leave or paid holidays exceeds 40 hours, the employee shall be allowed equivalent compensatory time off for the excess hours calculated at one times the additional hours worked. Compensatory time under this paragraph may not be carried forward past the end of the 12-month period following the end of the work week in which the compensatory time was accrued. Compensatory time not used within twelve months or prior to termination/resignation of employment will be dropped.

Desk Audit
The Office of Human Resources may require a desk audit be performed upon a request for reclassification of a position or to confirm changes of reclassification request after an approved reclassification for audit purposes. 

A desk audit may be conducted by the Office of Human Resources when a reclassification request needs additional gathering of information or onsite illustrative examples.

See Desk Audit Guidelines for Staff.

A demotion is the change of an employee from a position in one pay grade to a position assigned to a lower pay grade.

An administrator may demote an employee or reassign him/her to a position where he/she will be able to meet performance requirement, to apply disciplinary action for misconduct, or for other reason. An employee may request a demotion to start training in another occupation, to continue employment when a Reduction in Force (RIF) is imminent or for other reasons.

See Staff Promotions, Transfers, & Demotions.

Employment At Will
This means that once hired, an employee serves at the pleasure of Texas Woman’s University. Discontinuance of employment may occur at any time, without cause, at the discretion of Texas Woman’s University.

Executive Management
Refers to a staff employee that serves the University as Chancellor and President or Vice President.

Exempt Employee (E)
Refers to an employee who because of his/her duties, responsibilities and level of salary and is in a bona fide executive, professional & administrative capacity, is exempt from the overtime provisions of the Fair Labor Standards Act (FLSA).  Exempt employees are not required to maintain weekly time cards and generally do not receive overtime pay for work performed in excess of the normal 40 hour workweek.

Graduate Assistant (S)
A graduate student enrolled at TWU employed in support of instruction, paid from faculty salaries, receives a workload report showing 0 units (units assigned as a sub-administrative assignment), and cannot be paid from course fee or distance education accounts.

See more information on Graduate Assistants.

Graduate Assistant (W) 
A graduate student enrolled at TWU employed to assist with administrative duties, paid from wages budget line, and must be used for course fee and distance education instructional support.

See more information on Graduate Assistants.

Graduate Research Assistant (GRA)
A graduate student enrolled at TWU employed in support of the research mission of the unit, its director or faculty, in laboratory, library, field, or computer work, or such other activities as may assist the unit's research effort.

See more information on Graduate Assistants.  

Graduate Research Associate
A graduate student enrolled at TWU employed in support of the research mission of the unit, its director or faculty, in laboratory, library, field, or computer work, or such other activities as may assist the unit's research effort.  These positions require skills, training, and abilities above that which would normally be expected for a graduate research assistant.

Graduate Teaching Assistant (GTA)
A graduate student enrolled at TWU employed in support of the teaching mission of the unit, or who is responsible for, or in charge of, a class or class section, or a quiz drill or laboratory section.

See more information on Graduate Assistants.

Job Analysis
A job analysis is required when establishing a new position or when there is substantive change to an existing position.  The Office of Human Resources is responsible for conducting the job analysis through the use of several methods.  The Job Analysis Questionnaire is the primary tool for collecting the job information, the second tool is the Point Factor Analysis Evaluation System; which is based on compensable factors, internal equity analysis and market data.  The third tool is the ClassificationManager; which is the software took that evaluates each job classification o determine a point value.

See Job Analysis Questionnaire.  

Job Description
Refers to a written description.  Each job description will include the official job title, a job summary, a description of the duties and responsibilities characteristic of the job, and a statement of the minimum education and experience qualifications, certification and licensing requirements if any,  and the knowledge, skills and abilities  a person should possess to fill a position with a reasonable prospect of success.

See Job Descriptions.

Longevity Pay
All regular full-time staff employees (except law enforcement personnel who are eligible for hazardous duty pay) are eligible for longevity pay of $20 per month after the completion of two years of service with the University and/or the State of Texas. Public school service and community college service are not eligible for previous state service credit.  Longevity pay is increased at the end of each two years of service, up to a maximum of forty-two years service. Length of service for longevity will be determined in the same manner as length of service for vacation leave.

Non-Exempt Employees (N)
Refers to an employee who, because of his/her duties and responsibilities is subject to the overtime provisions of the Fair Labor Standards Act (FLSA), this employee is required to maintain monthly time cards and will be paid at one and one-half times the hourly rate or will be granted compensatory time at a rate of time and half for work performed in excess of 40 hours during the normal work week.

The TWU official work week is Sunday through Saturday. An employee who is subject to the overtime provisions of the Fair Labor Standards Act and is required to work in excess of 40 hours in a work week is entitled to compensation for the excess hours by taking compensatory time off at the rate of l-l/2 hours off for each hour of overtime. All overtime must be approved in advance by the employee's supervisor. Working unapproved overtime will result in disciplinary action up to and including dismissal. Overtime accruals will be used before compensatory time accruals. Overtime that is not taken within twelve months of the time it is accrued will be paid. However, every effort must be made to take off all overtime as soon as possible after it is accrued.

Professional Refers to a staff employee primarily responsible for the performance of work requiring a bona fide occupational qualification, specialized training, or certification in a recognized professional field of science or learning.     See Professional Titles.

A promotion is the change of an employee from a position of one title to a position of another title assigned to a higher pay grade.

See Staff Promotions, Transfers, & Demotions.

The reassignment of a given position to a different title within the Classified Personnel Group or to a different title within the Professional and Administrative Personnel Group.  This is determined by a job analysis of the duties, level of responsibilities, minimum required qualifications, reporting relationships, compensable work factors, and availability of resources for the position. 

Reduction in Force (RIF)
Refers to elimination of jobs or reduction in percent effort (FTE).  Situations including, but not limited to, a lack of funds, lack of work, reorganization, or changes in research needs or technologies, may require a reduction in the work force to ensure the continued quality and efficiency of the University.

An employee who desires to voluntarily resign from the University.

Regular Employee
Regular Employee is defined as one who is employed to work one-half time or more for a period of at least four and one-half months, excluding students employed in positions which require student status as a condition of employment. Regular employees are eligible for University benefits, i.e., vacation, sick leave, holidays with pay, and insurance, and must participate in a retirement program. Regular employment may be:

Full-time--with a normal schedule of forty hours per week, or
Part-time--with a normal schedule of at least 20 but less than forty hours per week.

Resident Assistant (RA)
A student enrolled at TWU employed to perform work in support of the student residential halls.

Rest Periods/Coffee Breaks/Smoking Breaks
Full-time employees may take two 15-minute rest periods or coffee breaks or smoking breaks during the work day. Employees who are scheduled to work at least four hours may receive one 15-minute break for each four hours during the work day. The utilization of rest periods is subject to the workload demands of the organization unit; supervisors may schedule these breaks to provide for continuity of service.

Salary Increase
The University's fiscal year begins on September l of each year; therefore, salary adjustments, if any, are generally made in September. Increases may include across-the-board raises for all staff employees and/or increases set by the Legislature for all state agencies. The University may also provide increases for market adjustments or merit increase program, as funds are available and approved.

The Office of Human Resources (OHR) performs regularly scheduled wage and salary surveys, or by approved request, to determine the proper rates for each classification.

Student Assistant
An undergraduate or graduate student enrolled at TWU employed to perform work as assigned by the supervisor. This employee performs part-time work incidental to their academic training in an occupational category that requires all incumbents to be students as a condition of employment.

Because rest periods are a privilege and not a right, they may not be taken at the beginning or end of the day or in conjunction with the lunch break, nor may they be accumulated for use at a later date.

Temporary Employee
A Temporary Employee is defined as one who is employed to work less than four and one-half months. Temporary assignments are usually seasonal in nature and may include periods during student registration, vacation and holiday relief, and emergency assistance. Temporary employees are not eligible for University benefits.

A transfer is a change of an employee from one position to another position assigned to the same pay grade.

See Staff Promotions, Transfers, & Demotions.

Vacation Leave
All regular staff employees are eligible for paid vacation leave in accordance with the following State of Texas schedule. A regular part-time employee shall earn and carry forward a pro rata share based upon the percent of time worked.

See Vacation Leave.

Work Week & Work Hours
The normal work schedule consists of five eight-hour days for a total of forty hours per week. Most employees work from 8:00 a.m. to 5:00 p.m., Monday through Friday. Some departments have responsibilities which require employees to work weekends, night shifts, or hours other than the usual daytime hours. Established work schedules are subject to change at the discretion of the supervisor when such changes are in the best interest of the University. When established work schedules are altered, the supervisor is expected to provide the maximum period of notice possible under the circumstances.

page updated 7/13/2017 2:54 PM