1. How do I apply for a classified job?
All available classified jobs at CSN are listed on the jobs webpage www.csn.edu/jobs . Click on State Classified Positions to view and apply. If you need additional help, visit Easy Steps to Apply for a State Classified Position or the NVAPPS Instructions Page.

2. What is NVAPPS?

NVAPPS is the official State of Nevada on-line job application system for all classified positions.

3. What if I do not own or have access to a computer?

You can submit your on-line application and required documents from any computer with internet access (library, school, job center, etc.). You may also visit our Divisional Human Resources Office located on the 4^th floor of Building E on the West Charleston Campus, Monday through Friday 8:00 a.m. to 4:00 p.m., to use one of the computer stations in the lobby.

4. What happens to my application after I submit it?

Once you complete and submit your on-line application, your application will be reviewed based on the job specs/qualifications listed on the job posting. If the recruitment states that a written examination is required, you will be notified of the date, time and location of the test both via e-mail to the e-mail address provided on your application and a notice sent to your NVAPPS inbox. If the posting states that an application evaluation or training and experience exam (T&E) is required, then the assigned recruiter will be reviewing your application materials to determine your eligibility and status.

5. What does my status in NVAPPS mean?

Here is a chart of some of the most common statuses. When the status of your application is updated, the system generates an e-mail indicating the status change and a notice will be sent to your NVAPPS inbox.

NVAPPS Status	Meaning
Draft	You application is incomplete and has not yet been submitted. To submit, click on the “signature” tab and then click on “submit”.
Verified	You have met the minimum qualifications for the position (which means the assigned recruiter has examined your application and has determined it meets all of the posted qualification requirements). If there is a written test required for the position, you will be notified of the date, time and location of the test both via e-mail to the address provided on your application and a notice will be sent to your NVAPPS inbox. If there is no written test, then the assigned recruiter will change the status of your application at the appropriate time.
Eligible	You are now on the eligible list.
Withdrawn	Your application has been withdrawn from consideration.
Denied: Failed Pre-Screening	You application did not pass the prescreening question(s).
Denied: Did Not Meet Minimum Qualifications	After a full evaluation, your application did not meet the minimum qualifications and requirements stated in the job posting.

6. Can I apply for any state classified position?

No, each job posting has an “Open to” section. Here is an explanation of the different types of recruitments:

Recruitment Type	Who can apply:
Open Competitive	Open to all applicants.
Divisional Promotional (CSN internal recruitment)	Open to current employees of the College of Southern Nevada who have at least six months of full-time state service.
Departmental Promotional (NSHE internal recruitment)	Open to current classified employees of any of the eight Colleges or Universities that make up the Nevada System of Higher Education (NSHE) and who have at least six months of full-time state service.
State-wide Promotional	Open to current employees of the State of Nevada who have at least six months of full-time state service.

7. How long will it take before my application gets evaluated?

The time it takes to evaluate an application depends on several factors including, but not limited to, application volume and recruitment type. We continue to make every attempt to evaluate applications in a timely manner and will update your status as soon as the evaluation is complete.

8. If I have previously passed a written test with CSN or the State of Nevada, do I have to take it again?

In most cases, if you have taken and passed a written test for the same position, you may be able to transfer your previous score. Contact the assigned recruiter on the testing notice/invitation and let them know when and where you took the written test. They will verify if you can transfer your score.

9. I’m a Veteran, what do I need to do in terms of my DD-214?

If you are a veteran, disabled veteran or the widow of a veteran, be sure to check the appropriate boxes on the “Other Information” tab in the applicant profile. Also, be sure to attach the DD-214 (or other documentation) to the “Attachments” tab so that your status can be verified and bonus points awarded if applicable. If you do have a scanned copy of these documents, please mail them to the address listed on the job announcement or present them at the time of the written test.

10.What can I do if I forgot my NVAPPS log-in or password?

CSN does not have access to NVAPPS log-in information. If you know the e-mail you used to register originally and you’re User ID, you can reset your password through the link on the log-in homepage. If you do not remember your e-mail or log-in ID, please contact the NVAPPS helpdesk at 1-866-NVNEATS (1-866-686-3287).

Compensation

1. Where can I find information on the classified compensation schedules used at CSN?

The salary schedules are available on the compensation webpage.

2. Does my pay progression (merit salary increase) date change when I accept a promotion?

If you are promoted to a position of two grades or more, the merit salary increase date would change to reflect the date you were promoted. In other words, you would receive a new merit salary increase date, which would be the effective date of the promotion.

3. What if I temporarily assume responsibilities usually assigned to a higher level position?

You may be eligible for a 5% increase in pay for up to six months if you are assigned additional, out-of-class duties. You should complete a Request for Temporary Adjustment to Pay Form (NPD-5 Form). Submit the form to Human Resources for review.

Furlough

1. When will the furlough be in effect?

Although a prior furlough program was in effect in FY 2010 and FY 2011, the current furlough program is in effect from July 1, 2011 through June 30, 2013.

2. Can an employee take more than or less than 12 hours of unpaid furlough leave in a quarter?

An employee can take more than 12 hours of furlough per quarter as long as the employee does not take more than 8 hours of furlough leave in a work week, violate any provision of the agency’s policy, and receives prior approval by the employee’s supervisor. If an employee needs to take less than the amount of furlough leave specified for a particular quarter in the fiscal year, an exception must be approved in advance by the Department of Personnel and the Department of Administration. Such an exception may assist agencies with positions with seasonally higher work demands.

3. Can more than 48 hours of furlough leave be used in a fiscal year?

No. Furlough leave is specifically coded as a special kind of leave without pay. Any other leave without pay that an employee takes must be approved by the appointing authority and entered on the timesheet using the appropriate code, UFRLO. (Part-time employees must take an amount of furlough leave that is equivalent proportionally to the requirement for a full-time employee.)

4. Will an employee still be required to take 48 hours of unpaid furlough leave if the State’s budget improves?

Yes unless a Special Session of the Legislature is called to amend the statute requiring the furlough leave.

5. Can I take annual leave on the same day as furlough leave to have a full 8 hours off?

Yes, with the approval of your appointing authority.

6. Can I take compensatory time or work overtime during the same week as my furlough?

As was the case for the past two years, overtime, compensatory time, stand-by pay, callback pay and added regular time for work as a part-time employee will not be allowed in the same pay period as unpaid furlough leave. Limited exceptions must be approved, in advance, by the Senior Vice President of Finance & Facilities in conjunction with the relevant Appointing Authority and the Special Assistant to the President /Director of Administrative Operations in the Division of Human Resources

7. Can I teach and take my furlough during the same week?

No, Compensation associated with classified employees teaching is considered additional pay (overtime). For purposes of complying with furlough regulations, classified employees cannot earn additional compensation during a work week when the employee is in an unpaid furlough leave without an exception granted by the Senior Vice President of Finance and Facilities in conjunction with the Vice President of Academic Affairs and the Special Assistant to the President/Director of Administrative Operations in the Division of Human Resources. An exception to teach is NOT necessary IF the classified employee will not be on an unpaid furlough leave during any calendar period in which they teach (e.g., a semester). This will necessitate such classified employees taking their unpaid furlough leave outside the required teaching schedule WHILE STILL ENSURING THAT THE MANDATORY QUARTERLY MINIMUMS FOR FURLOUGH ARE REACHED. (e.g., minimum of 12 hours per quarter in the fiscal year)

8. As a supervisor of classified employees, can I waive the requirement that each classified employee needs to take at least 12 hours of unpaid furlough each quarter?

No, unpaid leave and associated reductions are mandatory and supervisors cannot waive this requirement or make adjustments to base salary or overtime to compensate for this loss. Collaborative scheduling is encouraged, however supervisors need to maintain adequate coverage of their department/unit. Overtime and Stand-by pay are not an option during the same work week as unpaid leave (state classified only).

Classification/Reclassification

1. How do I request to have my position reclassified?
To request a reclassification, complete a NPD-19 form along with the Personnel Transaction Form. The signed forms should be forwarded to Human Resources at sort code W40E. Once received, Human Resources will evaluate the NPD-19, interview the employee and the employee’s supervisor, conduct further research and then make a determination about the appropriate classification for the position. Positions can be reclassified upward, downward or laterally. Reclassification paperwork can be submitted either by the employee requesting the reclassification or anyone in the employee’s supervisory chain of command.

2. What are valid reasons for reclassification?

The duties and responsibilities of a classified position must have significantly changed to be eligible for reclassification. Some common examples of this may be:

§A major function is added or removed from your position

§Methods for performing your work require significantly higher levels of knowledge or skill than indicated on the class specification

§Your position is assigned responsibility for making program recommendations and decisions with a degree of authority and independence not typical of other positions in your class

§Your position, which is in a technical or clerical class, is assigned the majority of duties and responsibilities of a professional class

§Your position is allocated to a non-supervisory class, but you have been assigned full supervisory responsibilities for work at the same level. In addition to training, assigning and reviewing work, full supervisory responsibilities include hiring, discipline and performance evaluation.

3. How do I know if my job meets the “significant change” requirement?

A position must undergo significant change to justify reclassification. “Significant change” means the assignment of new duties which:

§The preponderance of job duties are outside the scope of the current class;

§Are not part of the scope of responsibility of the position; and

§Result in the majority of duties being allocated to a different class.

Reclassification of a position does not automatically result in a salary increase. Positions

may be reclassified upward, downward, or laterally.

4. If my reclassification is granted, when will I receive the new rate and retroactive pay?

If your request for reclassification is approved upward, you will receive the higher rate of pay on the next available payday following your approval notice (subject to payroll cutoff deadlines). The retroactive pay increase (based on the date Human Resources received the completed and signed NPD-19 and Personnel Transaction Form) will be processed on the following payday. Please note that in most cases, you will receive the increase and the retroactive pay on separate paychecks.

5. Does my pay progression date change after a reclassification?

No, your pay progression date remains the same after a reclassification.

Benefits

1. Where can I find information on the health benefits at CSN?

Please consult the Public Employees’ Benefits Program’s (PEBP) Frequently Asked Questions.

2. Can I change my health insurance plan?

After July 1st of each year, changes can only be made if you have a qualifying event. Qualifying event status changes must be made within 31 days of the event (i.e. marriage, divorce, birth, adoption, etc.). These types of events would allow an employee to add or drop dependent(s) during the plan year. Specific qualifying event criteria and more detailed information are available here.

The State of Nevada Public Employees' Benefit Program also offers an open enrollment period to make any changes to your health plan (non-qualifying event changes). Open enrollment is scheduled during the month of May each year. Changes made during this period are effective for the plan year July 1st - June 30th. Packets are mailed to each employee in April of each year in order to prepare for any anticipated changes. All health insurance forms completed during open enrollment should be sent to Human Resources for processing.

Retirement

1. What is a "Tax-Sheltered Annuity" and how do I start one?

A Tax-Sheltered Annuity allows participants to reduce their tax burden by putting pre-tax salary aside for retirement. It is a voluntary program and each company offers a variety of investment opportunities from very safe to more aggressive plans. The following programs are available to participants:

403b Plan: This plan requires completion of a salary reduction agreement, which is available on the Human Resources' forms page. The form must be completed to begin or make changes in this program. Money is invested through payroll deduction. CSN works with three companies:

Fidelity Group at 1-800-343-0860 or http://www.fidelityatwork.com/
TIAA Cref at 1-800-842-2776 or http://www.tiaa-cref.org
Valic at 702-796-0047 or http://www.valic.com

457 Plan: In order to participate in the plan, participants should contact one of the following authorized companies. Required forms for new enrollment or changes will be provided by the company representative. Money is invested through payroll deduction. CSN works with two companies:

The Hartford at (702) 862-8296 or http://retire.hartfordlife.com
ING at (702) 880-4333 or http://www.ingretirementplans.com

FMLA

1. What is the Family and Medical Leave Act (FMLA)?

FMLA is a federal law which entitles eligible employees to take up to twelve (12) weeks of job protected leave from work for the following reasons:

A serious health condition
A serious health condition of a parent, spouse or child
To care for a newborn or newly adopted or placed child
Because of a qualifying exigency arising out of the fact that a spouse, son or daughter, or parent is on covered active duty (duty during deployment to a foreign country as a member of the Armed Forces)
Because you are the spouse, son or daughter, parent, next of kin of a covered service member of the Armed Forces with a serious injury or illness that was incurred or aggravated in the line of duty on active duty or a veteran who is undergoing medical treatment for a serious injury or illness that occurred any time during the 5 years preceding the date of treatment.

Although FMLA entitles employees to unpaid leave, employees must use accrued leave time on the books concurrently with their approved time off under FMLA.

2. How do I request FMLA?

In order to apply for FMLA leave, several forms are required depending on the nature of the leave: NPD-60 - FMLA Leave of Absence Form, WH-380 E or WH-380 F - Certification of Health Care Provider (either for an employee or for a family member, WH-384 - Certification of Qualifying Exigency For Military Family Leave, and/or WH-385 -Certification For Serious Injury or Illness of a Covered Service member. Please contact HR at 651-5800 to request the appropriate forms. The FMLA request should be made at least 30 days in advance of the date the leave would begin. When advance notice is not possible due to unforeseen or emergency situations, an employee should request leave as soon as they are aware of the need for time away from work.

Tuition Reimbursement

1. Is there a tuition reimbursement program?

All classified employees are eligible to participate in the CSN Classified Training Assistance Program. Employees may request up to six credits per semester, subject to administrative approval. Employees may also request reimbursement for book expenses, up to $50 per course. Specific guidelines and procedures are available on the Human Resources' web page at http://www.csn.edu/pages/2417.asp. Please contact Human Resources at 651-5800 for the tuition reimbursement and book voucher forms. Please note: Employees must register for classes and obtain necessary administrative approval prior to submitting requests to Human Resources.

2. Do I have to be employed a certain length of time to utilize the tuition reimbursement program?

There is no waiting period to participate in the program. Eligibility begins on the first day of employment.

3. What is the Book Voucher Program?

For classified employees only the College will pay for book voucher(s) as follows: CSN courses taken through the Classified Training Program (up to 6 credits) $75.00 per course. For UNLV/NSC upper-level courses (ex. Levels 300, 400) taken through the Classified Training Program. The book voucher amount the College will pay is not to exceed $150.00 per student, per semester. A book voucher will not be issued for undergraduate, lower-level courses (ex. Levels 100, 200) taken at an institution other than CSN.

4. May the book voucher program be used to purchase software?

Employee Assistance Program

1. What is the Counseling Program to address some personal issues I am facing right now?

The Employee Assistance Program (EAP) is a confidential assessment and referral program that can be utilized by CSN staff for dealing with personal or work-related difficulties. It can be utilized 24-hours a day, seven days per week. Ceridian LifeWorks is the service provider and can be reached online at www.LifeWorks.com (user ID: NSHE password: EAP) or call 877-234-5151, TTY/TDD 800-999-3004, en español 888-732-9020. Please note: when you make an appointment, please make sure that you inform the person taking the call that you work for CSN so you are not charged a co-pay.

Employee Appraisal

1. What form is used to complete my evaluation?

The NPD-15 (Employee Appraisal) is utilized to prepare your evaluation. The form is available on the Human Resources' forms page.

2. When should I be evaluated?

Newly hired probationary classified employees should be evaluated at the end of their 3rd, 7th and 11th months of employment. Permanent employees should be evaluated annually.

3. What can I do to ensure my supervisor prepares my evaluation?

Establish an open dialogue with your supervisor and make sure that you know when your evaluation is due. Contact Human Resources if you need the due date. Also, remind your supervisor -- when necessary -- so you can ensure that you are evaluated in a timely manner for your job performance.

4. Is there a form that indicates what my job elements (work performance standards) are supposed to be?

The NPD-14 (Work Performance Standards) is utilized to describe the job elements of your position responsibilities. The form is available on the Human Resources' forms page.

5. Who generates the Work Performance Standards (WPS)?

It is the responsibility of the supervisor and employee, collectively, to generate revised Work Performance Standards. The supervisor has the primary responsibility for establishing the initial standards, but the employee must be given the opportunity to provide comments when standards are revised. The appointing authority has final approval of the standards for a position.

Payroll Services

1. When is payday?

Classified employees are paid on the 10th and 25th of each month. If the scheduled payday falls on a Saturday, Sunday or holiday, the new payday will be the preceding working day. Professional and faculty employees are paid on the last business day of each month.

2. How do I request to have my check deposited directly into my bank?

In order to sign up for direct deposit, submit the request via Employee Self Service from the Human Resources' web page. For employees without access to a computer, please contact Human Resources for assistance. The web link to this page is https://mustang.nevada.edu/hrip/csnlog.htm.

3. How do I stop direct deposit?

In order to discontinue your direct deposit, submit the request via Employee Self Service from the Human Resources' web page. For employees without access to a computer, please contact Human Resources for assistance. The web link to this page is https://mustang.nevada.edu/hrip/csnlog.htm.

4. What if I change my name?

For part-time employees, you will need to complete a new W-4, personal data form and for Full-time employees, you will need to complete a new W-4, personal data form, retirement and health insurance forms.

5. How do I update my home address or phone number?

In order to update your home address or phone number, submit the request via Employee Self Service from the Human Resources' web page. For employees without access to a computer, please contact Human Resources for assistance. The web link to this page is https://mustang.nevada.edu/hrip/csnlog.htm.

6. How many hours can I work in a week?

Hourly Employees are not allowed to work more than 8 hours in a day or 40 hours in a work week. Exceptions to the 40 hours in the work week are: Student/Work-study employees are not allowed to work more than 32 hours during academic sessions and International students are not allowed to work more than 20 hours per week during academic sessions. The work week is Sunday through Saturday.

7. Who do I contact to update Non-US Citizen documents for employment purposes?

Please contact our Non-Resident Alien Taxation Specialist at 651-4467.

8.Where can I get a copy of my W-2?

You can download a copy of your W-2 from last year and previous years of employment by utilizing Employee Self Service from the Human Resources' web page. For employees without access to a computer, please contact Human Resources for assistance. The web link to this page is https://mustang.nevada.edu/hrip/csnlog.htm.

Human Resources information contained on the World Wide Web is in no way to be interpreted as a contract between the College of Southern Nevada and any of its employees. This information is provided as a service to the CSN community and will change as CSN changes. From time to time, CSN must modify its policies. Information is current as of the time of its presentation and may be subject to change or repeal at any time, with or without notice, at the discretion of CSN.