Salary Administration & Records Retention
Part Time Employees
Student employment is intended to be a learning experience that complements a student’s academic and career goals and provides valuable work experience. A student employee is a part-time hourly employee who is enrolled at College of Southern Nevada for the primary purpose of achieving a degree. As such, the employment is temporary and is incidental to the pursuit of an academic program; the student must maintain the required cumulative grade point average. This position type has flexible work hours designed to accommodate the student’s class schedule and other academic responsibilities.
If the employee is enrolled in the minimum number of credits, then they will be exempted from FICA Alternative. The employee will be paid on a semi-monthly basis (every 10th and 25th) and can work a maximum of 19.5 hours per week. The minimum hourly wage for a student employee is $12.95.
For a student to qualify for student employment then they must be enrolled in the minimum courses:
- Spring/Fall: 6 or more credits
- Summer: 3 credits during the Summer or was enrolled in 6 or more during the previous Spring semester
Please note that it is the department's responsibility to verify that the employee is enrolled in the minimum courses every semester.
The student must be enrolled in courses at the College of Southern Nevada to be considered a student employee. Other NSHE colleges, private or out of state universities do not qualify.
Must maintain the minimum required cumulative grade point average at an NSHE institution with the primary purpose of achieving a degree. Student employee wages are paid from the department’s budget.
Employment Date Ranges:
- Fall: 8/27 – 1/11
- Spring: 1/12 – 5/26
- Summer: 5/27 – 8/26
If an employee will continue to work after the end employment date then it is the department’s responsibility to extend the employee by completing an “Edit Job” in workday in a timely manner.
The College Work Study (CWS) is a financial aid program in which students are offered an award that will pay their wages during the semester/term of their employment. The employees’ wages do not come directly from the department but rather they are paid through Federal Work Study funds. This position type has flexible work hours designed to accommodate the student’s class schedule and other academic responsibilities.
In order for students to qualify for work study employment they must be a student at the College of Southern Nevada. Additionally, students must have a financial need as determined by the Free Application for Student Aid (FAFSA), be declared in a financial aid-eligible major, be enrolled in classes required by that certificate/degree program, and be meeting financial aid Satisfactory Academic Progress (SAP) for each semester/term of employment.
Please note that it is the department's responsibility to verify with the Financial Aid Office that the employee qualifies for the work study program every semester. The employee cannot begin working until the supervisor has received the “May Work” email.
In general, an employee must be enrolled in at least six financial aid-eligible credits each semester to qualify for the work study program. If the employee is enrolled in the minimum 6 credits, then they will be exempted from FICA Alternative. The employee will be paid on a semi-monthly basis and can work a maximum of 20.0 hours per week.
The student’s continued eligibility for the College Work Study Program is dependent on their enrollment, financial aid eligibility, and SAP standing. All interested students and departments should work directly with the financial aid department for additional details.
Work Study employees can only work during terms of enrollment (semesters), they cannot work in the period between semesters and can only have one work study position at a time. The employment date range and hourly rate are determined by the Financial Aid department. All pertinent information will be provided in the “May Work” email provided by the Financial Aid department every semester.
For Further CSN Work Study Eligibility, please visit CSN’s Work Study page here.
Individuals appointed to this category of employment for the Nevada System of Higher Education (NSHE) Institutions must be working as: Temporary Events Center Worker, Research Center Worker, Note Takers, Test Proctors, Sign Language Interpreters, Tutors, Note Readers. The job should not be clerical in nature.
These employees are governed by the Nevada Revised Statutes (NRS) 284.325 and the Public Employees’ Retirement System of Nevada (NV PERS). These employees have a limit of 1,000 working hours in both the calendar and fiscal year and they cannot work more than 19.5 hours per week. The employee is paid on a semi-monthly basis (every 10th and 25th) and the hourly rate must coincide with the Las Vegas minimum wage.
At the beginning of every month, the Department of Human Resources staff will send out to each department employing temporary workers a combined report with all hours worked by temporary employees based on a both the fiscal year and calendar year to assist department staff with tracking their employees’ hours.
Please note that it is the department's responsibility to accurately review the total number of hours worked by the employee to ensure that they do not surpass the hour limitations. If a 1000-Hour employee should work more than 1000 hours within the fiscal year or calendar year, then the department and employee will be financially liable for making the necessary contributions to NV PERS.
Once the employee has exhausted the 1,000-hour limit then the department must stop scheduling the employee to work and terminate them from the system.
The employment date ranges:
- 1/1 – 6/30
- 7/1 – 12/31
If an employee will continue to work after the end employment date, then it is the department’s responsibility to extend the employee by completing an “Edit Job” in workday in a timely manner.
A part-time employee’s work schedule is based on departmental needs and enrollment/work is never guaranteed. These employees are paid monthly (pay dates are every 1st business day of the month) and cannot surpass 9.9 credits per semester.
Employee contracts (Period Activity Pays) are submitted by the department. As such, it is the department’s responsibility to ensure that all Period Activity Pays are submitted in a timely manner to ensure employees are paid on time.
If an employee surpasses the 19.5 hours per week or 9.9 credits per semester, they will become benefit eligible (LOBs). LOBs will be contacted by the HR Benefits Office with information regarding their eligibility.
Please note, if a part-time employee has an FTE above 75% then the department must first receive VPAA approval prior to submitting the contract (PAP) and scheduling the instructor for any course work.
Instructors that are granted emeritus status are allowed to be compensated 8 credits per semester at the emeritus rate but no more than 14 credits in an academic year. If the employee is scheduled to work more than 14 credits within an academic year, then those extra credits are to be paid at an adjunct rate. The emeritus rate calculations is base salary x 0.02, if you are unsure of the base salary then please contact the salary administration to verify the rate.
For Further CSN Part-Time Instructor guidelines, please review the CSN Faculty Workload Policy.
Work Performance Standards (WPS)
- At the time of hire or reclassification, it is the supervisor’s responsibility that a classified employee receives Work Performance Standards (WPS). WPS are intended to match the established job description (HR-19) on file with CSN Human Resources and articulate job duties and expectations for performance of those duties. WPS must also contain the required core competencies. WPS and HR-19s should be revised as changes occur. For further assistance of information regarding work performance standards, please refer to NAC 284.468 or your campus Human Resources Office.
- The Work Performance Standards (WPS) is position based and should only establish the standards of the position, not how the employee is doing in the position.
- Required signatures to be received before being sent to HR for processing:
- Employee, Supervisor/Manager, Manager’s Manager, and Appointing Authority (Appropriate VP of Department)
Report on Performance (Evaluation)
- The evaluation date for classified employees is generally 3rd, 7th, 11th month within the first year of employment (probation) or the date an employee achieves permanent status following a hire or promotion as set forth by Nevada Administrative Code (NAC). Once the evaluation date is established, the employee is to be evaluated and the report filed with CSN Human Resources on that date annually and may be issued evaluations more frequently as well. Annual evaluation ratings of, “meets standards or better” qualifies an employee for a one-step merit increase for those who are not at step 10 of their respective classification grade. A rating of “does not meet standards" has the potential to negatively impact a classified employee's merit increase. For further assistance or information regarding classified evaluations, please refer to NAC 284.470 or your campus Human Resources Office.
- The Report on Performance (Evaluation) is employee based and should include how the employee is doing within each core competencies of the position.
- Required signatures to be received before being sent to HR for processing:
- Employee, Supervisor/Manager, and Appointing Authority (Appropriate VP of Department)
Classified employees are eligible for merit step increases annually up to step ten of the respective classification grade. Merit step increases are earned when an employee receives a standard or better evaluation rating and completes one year of service (full-time equivalent is 2088 hours). The maximum merit salary increase is an adjustment of one step, approximately four and one-half percent annually. (NAC 284.194). Merit dates change when employees promote two or more grades.
- Employees working a full-time classified schedule earn 10 hours of annual leave for each month of continuous full-time service. After six months of full-time service, you are eligible to use leave currently.
- If while on annual leave a classified staff employee becomes ill or injured, the employee remains on annual leave for the duration of the original request. Annual leave cannot be converted to sick leave after the annual leave has commenced unless the illness or injury is approved as FMLA leave.
- After ten years of continuous service, you will earn up to a maximum of 12 hours of annual leave per month; and, with 15 years of service, up to 14 hours per month.
- Annual leave that is accrued more than 240 hours must be used by January 1, after which it will be forfeited. To avoid forfeiture, a request for permission to take annual leave must be submitted to your supervisor by October 15. Annual leave of more than 30 working days, which is requested by this date, but denied in writing, is eligible for payment. Payment for unused leave will be made by January 31.
Sick and Family Sick Leave
- Sick leave is accumulated at the rate of ten hours for each full month of service. After a classified employee has accumulated 90 working days of sick leave credit, the amount of additional unused sick leave credit which he is entitled to carry forward from one year to the next is limited to one half the sick time earned within the year minus the amount of sick time used. The remaining one-half shall be placed in a separate account to be used by the classified employee under certain conditions as stated in NAC 284.546.
Accrual Payout upon Separation
- Sick time payout: A classified employee who terminates after a minimum of 10 years of service through no fault of his or her own is entitled to payment of accrued sick leave in excess of 30 days pursuant to NRS 284.355.
- Years of service and maximum sick time payout amount
- 10 but less than 15: $2,500
- 15 but less than 20: $4,000
- 20 but less than 25: $6,000
- 25 or more years: $8,000
- Additionally, an employee may be eligible to receive a portion of his or her unused sick leave accrued but not carried forward (also known as special sick) when he or she leaves State service. To determine the amount of payoff, you may use the following formula: (special sick leave hours accrued and not carried forward + 120 hours accrued regular sick leave) /(divided by) 2 X (multiplied by) rate of pay = payment amount
- Annual time payout: If you separate from State service and have worked at least six months, you will be paid for any unused annual leave you have accumulated. (NRS 284.350 and NAC 284.113 and 284.538 to 284.5395) Managers may direct employees to use annual leave after a resignation is tendered.
- Employees who are members of Federal Reserve forces or the Nevada National Guard are entitled to serve without loss of regular compensation for a period not to exceed 15 working days in any calendar year. Additional military leave may be granted for periods in excess of 15 working days. See Board of Regents Handbook, Title 4, Chapter 3, Section 20.
- If you are a full-time non exempt (classified) employee, you may be entitled to eight hours of holiday pay.
- The State of Nevada and the College of Southern Nevada offer 12 paid holidays. The following dates are paid holidays for all State of Nevada employees:
- January 1: New Year's Day
- Third Monday in January: Martin Luther King Day
- Third Monday in February: Washington's Birthday
- Last Monday in May: Memorial Day
- June 19: Juneteenth
- July 4: Independence Day
- First Monday in September: Labor Day
- Last Friday in October: Nevada Day
- November 11: Veterans' Day
- Fourth Thursday in November: Thanksgiving Day
- Friday following the Fourth Thursday in November: Family Day
- December 25: Christmas Day
- If January 1, June 19, July 4, November 11, or December 25 falls upon a:
- Sunday, the Monday following must be observed as a legal holiday.
- Saturday, the Friday preceding, must be observed as a legal holiday.
- See NRS 236.015.
Professional Advancement Review
- Column Movement on the Academic Faculty Salary Schedule for MFA Degree Holders [pdf]
- Professional Advancement Committee Website
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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.