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  • Classified Staff

  • University Staff


  • Governing Rules and Policies

  • University staff positions are not governed by the State of Colorado Personnel Rules and Procedures as these positions are exempt from the state classified system. ​

Both employment groups are established by the State of Colorado Constitution and are subject to applicable federal and state law and regulations, laws and policies set forth by the University of Colorado Board of Regents, University System Administrative Policy Statements and Boulder Campus policies.​


  • Position Management

  • Position titles and requirements are determined by the University of Colorado system and campuses. Positions must meet statutory exemption criteria to be created as university staff. ​


  • Hiring Practices

  • Hiring in the Classified System is governed by State of Colorado Personnel Board Rules and Administrative Procedures. Applicants must be residents of the State of Colorado. State requirement to refer “top 6” candidates based on competitive tests of merit and fitness. Temporary employment cannot exceed 9 months in a rolling 12 month period.

  • Hiring for university staff positions is governed by University of Colorado Regent Law and Policies. Applicants are not required to be residents of the State of Colorado. Temporary employmentcannot exceed 9 months in a 12 month rolling period.

  • Employment Rights

  • Certified classified employees are entitled to progressive discipline and all classified employees in regular (non-temporary) positions may utilize the University grievance and state appeals processes.

    Certified classified employees may have retention rights in a layoff situation, for more information see our layoffs page.

    Certified classified employees may be eligible for reinstatement.

    The Governor has established employee partnerships for certain classified employees.

  • University staff are employees-at-will which provides that neither an employer nor an employee is required to give notice or advanced notice of termination or resignation.

    Retention rights in a layoff and progressive discipline, greivance and appeal processes do not apply to university staff.

    There are no employee partnerships for university staff employees. ​


  • Compensation

  • Compensation for classified employees, including salary ranges and annual salary increases, is governed by state rules.

  • Compensation for university staff, including annual salary increases, is governed by Regent laws and policies, as defined in Regent Policy 11-C. ​


  • Performance Management

  • All regular (non-temporary) classified employees must have a performance plan, at least one coaching session and an evaluation for each performance cycle. The performance cycle runs from April 1st through March 31st of each year.

  • All university staff must have an annual performance evaluation. The performance cycle runs from February 1st through January 31st of each year. ​

Performance evaluation scores may impact annual salary increases for both employment groups.


  • Health Care Benefits

  • Classified employees who are paid on the university’s monthly pay cycle and are appointed to a regular (non-temporary) 50 percent or greater benefits-eligible position are eligible for the CU Health Plans. Classified employees who are paid on the university’s monthly pay cycle with a regular (non-temporary) appointment of less than 50 percent are eligible for CU Health Plans.

  • University staff who are paid on the university’s monthly pay cycle and appointed to a regular (non-temporary) 50 percent or greater benefits-eligible position are eligible for the CU Health Plans. ​

To clarify what benefits an employee is eligible for, review the detailed benefits eligibility matrix specific to the job title/code which is available on the Employee Services website under the “Quick Links” on the home page. The university’s group benefits plan year runs from July 1 through June 30th. All benefits-eligible employees must enroll within the designated deadlines as follows: New Employees—Must enroll within 31 days following date of hire. Employees experiencing a Qualifying Life Event—Employee Services must receive a Benefits Enrollment/Change Form with the proper supporting documentation within 31 days following the date of the qualifying life event. Open Enrollment—As specified each year - refer to Employee Services. Transferring positions from one classification to another (i.e., classified to exempt) – Must make any eligible changes to benefits within 31 days of transfer. Employee who are considering transferring, are encouraged to make an appointment with a benefits counselor to review benefit options.

If no action is taken to enroll/waive or change benefits, the employee may be defaulted into a plan or forfeit the right to change coverage for the remainder of the benefit year. The employee may sign up for benefits during the next open enrollment period with benefit coverage beginning with the start of the new benefit plan year.

The employee health benefit plan contribution for each group is different. Current rates and other plan information are available on the Employee Services website.


  • Life Insurance Benefits

  • Basic Life Insurance – The university provides an employer-paid Basic Term Life Insurance Plan which also includes an AD&D benefit in the same amount. The Basic Term Life plan pays a benefit to your beneficiary/ies if you die while covered under the policy. The AD&D provision provides a benefit of up to and in addition to the amount of the Basic Term Life if you die as a result of an accident. Eligible employees are automatically enrolled in a $50,000 basic term life and $50,000 AD&D insurance policy.

    PERA Life: Additional life insurance may be purchased through Public Employees Retirement Association (PERA). Information about the PERA life insurance program including application deadlines is available on the PERA website.

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    Basic Life Insurance – The university provides an employer-paid Basic Term Life Insurance Plan which also includes and AD&D benefit in the same amount. The Basic Term Life plan pays a benefit to your beneficiary/ies if you die while covered under the policy. The AD&D provision provides a benefit of up to and in addition to the amount of the Basic Term Life if you die as a result of an accident. Eligible employees are automatically enrolled in a $57,000 basic term life and $57,000 AD&D insurance policy. ​

Optional Life Insurance: Employees in both groups, who have appointments greater than 50%, may purchase limited additional coverage at the time of hire or during open enrollment periods without evidence of insurability (EOI). Employees may apply to purchase additional life insurance at any time by providing (EOI) directly to Standard Insurance Company.​


  • Disability Benefits

  • Short Term Disability (University Paid) - Classified employees are automatically covered by Standard Insurance for Short Term Disability on the date of hire.

    Long Term Disability (Employee Paid) - Classified employees who work 30 or more hours per week may purchase Long Term Disability coverage from Standard Insurance. They are required to complete Evidence of Insurability (EOI) and be approved by Standard before enrollment can begin.

    PERA Disability – PERA provides a Short-Term Disability Plan and disability retirement for vested employees (those with five or more years of PERA service.)

    PERA Life: Additional life insurance may be purchased through Public Employees Retirement Association (PERA). Information about the PERA life insurance program including application deadlines is available on the PERA website.

  • Short-Term Disability (Employee paid) - university staff have the option to purchase Option 1 or Option 2 Short Term Disability insurance within 31 days of hire. Note: If employees apply to purchase Short Term Disability insurance at any time outside of the allowed enrollment period they are subject to a late enrollment penalty (LEP).

    Long- Term Disability (University Paid) - university staff with appointments of at least 50% are automatically covered for Long Term Disability after one calendar year from the first day of the first full month after the date of hire into the university staff position.

    NOTE: If a classified employee, who has purchased Long Term Disability coverage, moves to a university staff position, the purchased policy is cancelled. ​


  • Retirement Benefits

  • Classified employees are required, per PERA law, to be enrolled in PERA at the time of hire.

  • University staff are eligible for the University of Colorado’s 401(a) Optional Retirement Plan (ORP). Review the Benefits Eligibility Matrix which outlines your eligibility. If you are a non-resident alien, certain restrictions apply.

  • Immediate Participation – enrollment begins automatically on the first day of the month following your date of eligibility.
  • PERA MEMBERS ONLY – Members appointed into a position which is eligible for the University of Colorado 401(a) Optional Retirement Plan and/or the University of Colorado 403(b) plans (collectively, the University Pension/Savings Plans) are required to make a one-time irrevocable election to either participate in PERA or the University Pension/Savings Plans. Except in certain cases where you are no longer a PERA member upon being rehired by the university, this election will remain in effect throughout your career with the University of Colorado as long as you are employed or rehired in a Faculty, Officer, or Exempt Professional appointment. If you elect to participate in PERA, you may still participate in the university’s voluntary 403(b) plan. PBS will send you an election form with your deadline for election clearly stated. If your election form is not received by the deadline shown, you will be deemed to have irrevocably elected to participate with PERA.​ ​


  • Leave Accrual Rates and Maximums

  • Classified employees earn annual leave based on total whole months of state service in or out of the state personnel system (excluding temporary assignments).of Service

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Year Hours/Month Max Accrual
1 to 5 8 192
6 to 10 10 240
11 to 15 12 288
16 or more 14 336

All classified employees earn sick leave at a rate of 6.66 hours per month, up to a maximum accrual of 360 hours. See State Personnel Board Rule 5-7 for more information.

  • University staff earn 14.67 hours of annual leave per month (22 days per year), up to a maximum accrual of 44 days.

    University staff earn 10 hours of sick leave per month (15 days per year), and there is no maximum accrual. earn 10 hours of sick leave per month (15 days per year), and there is no maximum accrual.

    See Regent Policy 11-E for more information.​ ​


  • Transfer of Leave Balances


  • Family Medical Leave

  • Classified employees with at least one year of state service (does not have to be consecutive) are eligible for up to 13 weeks (520 hours) of FML during a rolling 12 month period, measured backwardsfrom the date an employee begins using FML for the following reasons: (1) the birth of a child and care of a newborn child; (2) the placement and care of a child for adoption/foster care; (3) a serious health condition of a spouse, child, or parent; (4) an employee’s own serious health condition; (5) active duty family leave for qualifying exigency directly related to, being called to, or on active duty for a contingency operation, or (6) up to 26 weeks (1040 hours) in a single 12-month period for military caregiver leave for service member who is seriously ill or injured in the line of duty while on active duty.

  • University staff with at least one year of University service (does not have to be consecutive) and who have worked at least 1250 hours within the most recent 12 month period are eligible for up to 12 weeks of FML during a rolling12 month period, measured backward from the date they use FML for the following reasons: (1) the birth of a child and care of a newborn child; (2) the placement and care of a child for adoption/foster care; (3) a serious health condition of a spouse, child, or parent; (4) an employee’s own serious health condition; (5) active duty family leave for qualifying exigency directly related to, being called to, or on active duty for a contingency operation, or (6) up to 26 weeks (1040 hours) in a single 12-month period for military caregiver leave for service member who is seriously ill or injured in the line of duty while on active duty.

    In addition to FML, university staff are entitled to take up to six months of Parental Leave following the birth or adoption of a child. Univeristy staff may use any accrued sick and vacation leave during this time. Parental Leave must be taken within twelve months of the birth or adoption of child. Parental Leave runs concurrently with Family Medical Leave.