A person considered exceptional in sponsored program administration will be competent in the following human resource topics and display the associated behaviors.
- Identify persons who are not UF employees and how they may be compensated or document commitments to UF sponsored projects
- Explain salary plans, full time equivalent (FTE) and appointment types
- Identify positions requiring cost accounting exemptions
- Identify the restrictions on international persons engaged in research
- Ensure all volunteers and visitors have registered with UF
- Define the concept of salary cap
- Define the concept of salary limit
- Define Institutional Base Salary
- Describe the relationship of committed effort to the faculty assignment and effort certification
- Explain the impact of committed and uncommitted cost share on the effort life cycle
- Describe when agency sponsor approvals are required for effort changes and leaves of absence (i.e., sabbatical, medical, disengagement)
- Explain how appointment types (9, 10, 12-month, courtesy, emeritus, etc.) and FTE impact effort calculations
- Validate that commitments in UFIRST match what was pledged and accepted, and follows university commitment entry guidelines
- Process modifications in UFIRST, validating that commitments match what was pledged and accepted, and follows university commitment entry guidelines
- Recognize when effort commitment is at risk of not being met and enter term commitment adjustments in myUFL or request sponsor approval
- Verify actual effort with payroll in myUFL, commitments in UFIRST and award/proposal documentation
- Describe how cost shared effort and over the cap salary are captured throughout the effort lifecycle
UF HR – Requirements for an Appointment
Budgeting Graduate Student Salary and Tuition Costs
UF Principles for the Employment of Graduate Students
Graduate Assistants United Contract FAQs
- Explain the hourly restrictions on work assignments and how that translates to appointments across the university
- Identify the appropriate appointment type (i.e., GA, TA, Fellowship)
- Describe how appointment type affects Human Resource (HR) status and total compensation package including tuition
- Describe the hiring process
- Describe interaction between sponsored funding and VISA applications and status
- Describe the impacts to sponsored programs when there is a hiring delay
- Identify the new employee training requirements of UF and sponsors
- Describe the process and timeline for personnel exiting the university
- Describe how departing personnel impact sponsored programs
- Ensure all projects, protocols and laboratory exit requirements have been executed for departing PIs
- Identify sponsor or program-specific restrictions in appointing and distributing personnel to sponsored projects
- Look up and facilitate current and retroactive payroll distributions
- Utilize UF reporting platforms to verify appropriate posting of personnel-related expenses (i.e., earnings codes, chartfields)
- Associate correct fringe rates with salary plans
- Distinguish the correct salary base (9-month, 10-month, 12-month) for employees
- Confirm the employees under each investigator
- Identify when payroll distributions are inconsistent with commitments
- Distribute only payroll allowable under salary caps and limitations
- Monitor and forecast distributions and appointments regularly through communication with investigator
- Determine allowability and proration of graduate student tuition across funding sources