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Section 100:
Introduction


101: Introduction

102: Employment Categories

103: Employment Categories Matrix [PDF]


Section 200:
Hiring and Employment
Section 300:
Employee Relations
Section 400:
Professional Conduct
Section 500:
Employee Development
Section 600:
Time Away From Work
Section 700:
Compensation
Section 800:
Work Hours and Pay Practices
Section 900:
Health & Safety
Section 1000:
University Policies
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Human Resources Manual
Policy Number: 102 Effective Date: 11/1/98
New: Revised: x

     
102.0 POLICY EMPLOYMENT CATEGORIES
     
102.1 STATEMENT Georgetown University has established categories of employment into which employees are classified based on various aspects of employment. 
     
102.2 PHILOSOPHY The University will classify all employees covered by these policies into specific employment categories.  Employment categories help determine employee and management responsibilities and employee eligibility for employment benefits.
     
102.3 PROCEDURES Categories
The University uses the following employment categories:

Regular Employee: An individual who is hired into a University position that is expected to be ongoing.

Academic and Administrative Professional (AAP): An individual who is hired into a position that deals directly with the intellectual substance of the curricular and research functions of the University, advises on academic matters or is responsible for other aspects of student life that support students' academic success or supplement their curricular activities.

Senior Level Executive: An individual who is hired into a position of Executive Vice President, Vice President, Associate Vice President,  Hospital Administrator and other comparable managerial or administrative positions, and managerial positions reporting directly to an Executive Vice President, Vice President, or the Hospital Administrator. 

Senior Level Professional: An individual who is hired into a professional position at grade level 13 or level P and above, exclusive of those at the executive level.  The position may be at a grade level less than 13 or level less than P if it is professional in nature and directs a function of substantial magnitude and impact on the institution as a whole or on a significant subunit thereof (such as a campus).

Temporary Employee: An individual hired as a temporary replacement for a regular employee,  for a special project or to meet additional workloads.  Temporary employees are employed for six months or less.

Term Employee: An individual hired into a University position that is expected to be for a fixed period greater than six months.  Term status does not guarantee employment for the period in question.

Special Employee: An individual hired to work as needed.  Special employees include on-call, per-diem, temporary clerical pool, minors, and other individuals hired to perform duties as needed.

Employment Categories Matrix PDF File

Hours of Work
Within employment categories, employees are identified by hours of work (hours of work do not include unpaid meal time):

  • Full-time?An individual with a regularly scheduled 40-hour work week (or alternate full-time equivalent schedule as designated by the University).
  • Part-time?An individual regularly scheduled to work less than 40 hours per week who is not on an alternate full-time equivalent schedule as designated by the University.
Work Year
The standard work year for functions performed by regular, term, senior level executive and senior level professional employees is twelve months.  Where needed for proper functioning, departments may establish a work year of nine to twelve months (or the academic year).

Paid leave benefits will be pro-rated for individuals who work less than twelve months per year.

Change in Status
The following guidelines govern changes in employee status:

  • Individuals who switch between regular, term, senior level executive and senior level professional status will have no break in service for the purpose of University employment benefits.
  • Individuals who change from regular, term, senior level executive or senior level professional status to temporary or special status (or the reverse) will be assigned a new hire date (starting date).
Individuals who move to a new employment category receive the employment benefits of the new category; however, benefits do not carry-over from the previous category except where required by law.
     
102.4 RESPONSIBILITY Human Resources departments are responsible for administering the University's employment categories policy.
     
102.5 RESOURCE For more information concerning employment categories, contact the appropriate Human Resources department.  For additional specific information, refer to the University's policies on temporary and special employment.



  Human Resources, 37th & O St, Georgetown University, Washington, DC 20057
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