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Kansas State University

Classified Appointments

Initial Regular Appointments

  • "Regular" means the employee is being appointed to a budgeted position.
  • All new hires to a regular position must be paid at step 4.
  • Approval can be granted at a higher step for exceptional qualifications. This approval comes from the director of the Division of Human Resources (HR).
  • An employee who is appointed to an initial, regular position must be put on probation for 6 months.
  • Regular employees may be benefit eligible.
  • To be benefit eligible must be employed in a position that requires at least 1000 hours per year.
  • Limited Term Agreement (pdf) required on appointments where funding is available for a specified period of time and the position is designated as a Limited Term position.

Temporary Appointments

  • Temporary appointments are limited to 999 hours in a year beginning from date of appointment.
  • A temporary can have multiple appointments as long as they don't go beyond 999 hours combined.
  • After their hours expire, a temporary cannot be re-appointed until 12 months following the original appointment.
  • A temporary employee should be appointed at step 4.
  • Approval can be granted at a higher step for exceptional qualifications. This approval comes from the director of HR.
  • Also, a temporary employee can be appointed at a higher step if they have had previous permanent status with the State within the last year.
  • A classified temporary employee is not eligible for benefits, including leave.
  • When appointing on the Appointment Form (PER-38) (pdf) , you may indicate an end of appointment date, if you know what that date is. If you do not, HR will automatically suspense the date for one year from appointment.
  • A Position Data Sheet (PER-36) (pdf) is required only if the department has no vacant temporary positions, and one needs to be established.
  • Benefits/Entitlements Summary for Students and Temporary Positions (PDF)
  • Employment Summary Sheet for Students and Temporary Positions (PDF)

Reinstatements

  • If a person is rehired within one year of leaving permanent State employment, they are considered a reinstatement and may be paid at the same step as they were previously paid prior to leaving.
  • A reinstatement may also be paid at any lower step.
  • Time-on-step for pay increases begins over again when a person is hired by reinstatement.
  • The employee must be on probation anywhere from 3 to 6 months.
  • Sick leave balances reinstated (if applicable)

Promotions & Reclassifications (promotional)

  • Salary rules are basically the same for both.
  • An employee must receive a pay increase with both.
  • They may either be paid at the lowest step that will give them an increase or any step up to the one they are currently on.
  • Time-on-step for pay increases starts over again.
  • Promotions & Reclassifications differ in that with a regular promotion an employee must be on probation. It can be anywhere from 3 to 6 months.
  • For reclassifications, most are permanent, however an employee can be put on probation with special approval from the director of HR.
  • With reclassifications, the evaluation date stays the same as it was previously.

Transfers Within the Same Pay Grade

  • With transfers, the pay should remain the same.
  • An employee could accept a lower step if agreed upon by employee and director of HR.
  • The pay increase date stays the same as it was in previous position.
  • Transfers are never put on probation unless they are on probation when the transfer is occurring.
  • The evaluation date remains the same as it was in previous position.

Demotions

  • An employee who demotes, should receive a decrease in pay.
  • They should not be put below the step they were at prior to demotion.
  • The next pay increase date for employees who demote for discipline reasons is governed by the time-on-step.
  • For voluntary demotions, the pay increase date is unchanged.
  • Employees who demote are not on probation.
  • The evaluation date remains the same.