Human Resources

Policies & Procedures


3.1 General

The classification program of Rogers State University is administered by the Department of Human Resources and is based on skill level, experience, education, job description, and the Fair Labor Standards Act. Each classification is placed in a salary range sufficient to allow incentives for improved performance, job proficiency, years of service, and individual efforts. The Department of Human Resources may, upon need or request, conduct classification reviews or studies and may recommend salary range and/or classification revisions to the Vice President for Business Affairs.

3.2 Position Classifications

Each position at the University has been classified in accordance with its function, duties, responsibilities, and relationship to other positions. A job description has been developed for each position specifying the duties, responsibilities, supervision received, supervision given, education, training, and experience necessary for a person to function effectively in that position.

3.3 Exempt and Non-Exempt Classifications

The Department of Human Resources shall determine and specify, subject to the provisions of the Fair Labor Standards Act, those classifications which shall be exempt. All classifications not specifically determined to be exempt classifications shall be considered non-exempt classifications. Classifications will be determined at the time a position and job description are approved for recruitment and are subject to revision as specified in Section 3.1 of this Manual.

3.3.1 Exempt Classification
Exempt classifications generally apply to executive personnel, professional personnel, and employees who have supervisory responsibilities. Exempt employees shall not be entitled to the earning of, accrual of, or credit for overtime and/or compensatory time. Supervisors have the discretionary authority to arrange the work schedule of an exempt employee.

3.3.2 Non-Exempt Classification
Non-exempt classifications apply to all employees not classified as exempt. Non-exempt employees are eligible to earn and receive credit for appropriately authorized overtime and/or compensatory time. The accumulation of overtime or compensatory time is subject to the provision of Section 5.8 of this Manual. These employees, whose work must be documented and maintained in accordance with federal regulations, must maintain detailed records reflecting the time of arrival and departure from work.

3.4 Types of Staff Appointments

Staff appointments extend from July 1 - June 30 (fiscal year) unless otherwise stated on the Employee Transaction Form  . Employment is not guaranteed beyond the ending date of the appointment, and reappointment is solely at the discretion of the University. Positions at Rogers State University are categorized as one of the following:

3.4.1 Regular Full-time Employees
Regular full-time employees are those employees who work at least 30 hours per week (75%) and maintain continuous regular employment status. 

3.4.2 Regular Part-time Employees
Regular part-time employees are those employees who work less than thirty hours per week and maintain continuous regular employee status. Employees in this classification may work more than thirty hours per week on occasion but should not average thirty hours per week or more during the appointment.

3.4.3 Temporary Employees
Temporary employment is expected to last less than six months. A temporary assignment should not be extended without the prior approval of the President.

3.4.4 Student Employees
Student employee status applies to those employees currently enrolled at Rogers State University whose primary purpose for being at the University is to obtain an education.