This page includes information and guidance to help answer questions in the areas of Human Resources & Payroll. If you cannot find the answer you need please feel free to contact your Human Resource and Payroll liaison, Kayla Jones.

Review each category below for more information about the hiring policies and procedures. For questions contact Kayla Jones (

Supervisors should plan to initiate the ENVS Student Assistant Pre-Hire Request form a minimum of two weeks before the anticipated start date. At the beginning of fall, spring, and summer semesters, the request form should be submitted a month in advance due to the high volume of requests the department and campus HR receives at these times.

Temporary employees are those defined by State and University personnel rules as outlined in the Temporary Employee Policy & Procedure document including. Supervisors should initiate the ENVS Pre-Hire Request form for Director approval a minimum of 2 months before the anticipated start date. Once fully signed at the department level, we will confirm approval to proceed with the hire request and will start the additional paperwork as needed for campus approval.

Note: Temporary positions funded 100% from sponsored funds (grants) or research-related gifts should refer to the policies and procedures for Research Faculty.​

Research Faculty job titles include: Research Professors, Research Associates, Professional Research Assistants (PRA), Temporary Researchers and Postdoc Scholars

Positions paid directly or indirectly on sponsored funds or research-related gifts can proceed with Director approval. When planning to hire a new research faculty employee, there is a lengthy process to do so. Supervisors should initiate the ENVS Research Faculty Pre-Hire Request form for Director approval a minimum of 2 months before the anticipated start date. All jobs must be approved by RIO (Research & Innovation Office) and posted on CU Careers to start a search (open or targeted).

A Person of Interest is an individual that is set up with a record in HCM that represents a non-payroll relationship with the university. These appointments are typically used to access university services and systems.

  • More guidance is being developed, however, in the meanwhile POI Sponsors should continue to contact Kayla Jones for additional details.

In order to be eligible to hold a graduate appointment (TA, RA, GPTI, GA) students must be enrolled full-time, as a regular degree-seeking graduate student on the Boulder campus. A Student enrolled in a professional program is not eligible to hold an appointment (i.e. Law, MBA, Professional Master’s), unless they are enrolled in a dual-degree program with a traditional grad department. A few other graduation appointment rules to keep in 

  • Students holdings a GA, GPTI, TA, or RA appointment receives tuition remission based on the percentage of their appointment. Appointments above 20% time also receive a contribution towards the cost of the student's gold insurance if the student is enrolled in that plan.
  • Students must work at least 12 weeks in an academic year semester and a minimum of a full summer session during the summer term to receive tuition remission.
  • A status J1 or F1 international student must have appropriate authorization for any work and not be employed for more than 20 hours per week while classes are in session.
  • A student may not be appointed for more than 50% during the academic year. For a student to be appointed more than 50% in any capacity, the student must petition the Graduate School for an overload exception prior to the appointment begin date. 

The Graduate School maintains the most up-to-date appointment policies, procedures, and funding administration details on their website.  

For more information about graduate student appointments in ENVS, please reach out to the program's graduate coordinator, Penny Bates.

  1. Faculty
    • The guidelines for the Annual Merit Process and Performance Evaluations can be broken into two categories: Board of Regents and Office of Faculty Affairs and the College of Arts and Sciences.
    • Faculty merit evaluations are for the calendar year (Jan. to Dec. 20XX), pertaining to all tenure, tenure-track faculty, and rostered instructors (job codes 11xx and 12xx). The evaluations of each faculty member will be completed by the unit’s Annual Merit Committee. Performance evaluations are to be based on FRPAs, student feedback pertaining to course taught that calendar year, and are the basis for annual merit increases when available.
      • Research Faculty (job codes 13xx) paid from the colleges continuing general fund budget are to be on the spring merit roster and included in the calendar year (Jan. to Dec. 20XX) merit evaluation cycle. Otherwise, they receive their annual evaluation and merit increases in the October merit cycle.
  2. Staff
    • More information about Staff Performance and Management planning can be found here.
  3. Researchers
    • Research Faculty are eligible for one merit-based increase each year, contingent upon a performance evaluation being completed. The evaluation cycle is July 1st – June 30th, and merit increases are effective October 1st each year. If an employee is hired or receives a base pay increase between July 1st – September 30th, they will no longer be eligible for a merit increase the following October. The most up-to-date information and forms can be found here.
    • Research Faculty who are paid from the colleges continuing general fund budget also undergo merit review for the calendar year (Jan. to Dec. 20XX) in accordance with the college's guidelines and are included on the unit's annual Spring merit roster.

MyLeave Guidance

Colorado Equal Pay for Equal Work Act
Effective 1/1/2021: Colorado's Equal Pay for Equal Work Act (C.R.S. § 8-5-101 et seq.) amends Colorado law and provides new wage discrimination and employer provisions that differ from federal law and other state equal pay laws. CO's EPEWA applies to all employers and employees in the state of Colorado, both public and private. More details are available here.

Striving to Ensure Equitability and Inclusivity in Faculty Hiring 

The Environmental Studies Program at the University of Colorado Boulder is dedicated to integrating the principles of inclusive excellence into its faculty-hiring process. Read more about the steps we are taking to address disparities in representation in academic professions

Inclusive Faculty-Hiring Protocols in ENVS