- Primary: Responsible administrator/supervisor
- Secondary: Local campus, college, or administrative unit HR administrator
- Other (as needed): Office of Human Resources specialist or consultant
Last Update: October 2010
Responsible University Officer:
- Vice President for Human Resources
- Director, Human Resources Policy Development
- Manager - Student and Graduate Assistant Employment & Services and Regents Scholarship Program
- See Contacts Section.
- Updated: October 2010
- Primary Contact: See Contacts Section.
Printed on: . Please go to http://policy.umn.edu for the most current version of the Policy or related document.
Postdoctoral graduate experience is provided through the following appointment classifications: (1) Postdoctoral Associate (9546); and (2) Postdoctoral Fellow (9560). These appointments are generally held after the individual is granted a doctorate or doctoral equivalent degree or when returning for additional training, updating, or retooling. Appointments are limited to fields for which postdoctoral degree training is necessary for career entry. Appointments are typically limited to a period of three years up to five, depending on training needs.
Postdoctoral Associate Appointments (9546)
Postdoctoral associates are University employees who are receiving additional training while also performing service for the University, for which they are compensated. Postdoctoral associates are academic employees who conduct research, teach, or provide service that enhances career skills or allows for opportunities to learn new research or teaching techniques. They are trained by and work in conjunction with a faculty mentor who determines the training agenda. Postdoctoral associates cannot be appointed on sponsored institutional training grants, sponsored individual fellowship awards, or training awards. Funding is provided through the collegiate budget.
Classification and Pay
See Job Classification Descriptions for a complete generic job description of the Postdoctoral Associate classification.
Salary for postdoctoral associates is governed by the annual salary plan approved by the Board of Regents. Within those parameters, individual salaries are determined by the respective collegiate or campus units. In accordance with this annual salary plan, initial rates of compensation are determined at the time of hire by the appropriate responsible administrator and are to be consistent with established base pay minimums. Refer to the current year Academic Salary Floors for pay range information. Increases in salary for postdoctoral associates are to be made on the basis of criteria established within the context of the training program. Individual performance should be a major determinant; other criteria may be used as well, but should be applied consistently within any given department or unit. Increases are typically given each year at the start of the fiscal or academic year, as appropriate to the term of appointment.
Postdoctoral associates receive fringe benefits as defined for the position and for which specific eligibility requirements are met. Refer to the Appendix: Benefits for Postdoctoral Associates (9546) (pdf) for a snapshot of available benefits and applicable policies.
As part of an ongoing performance management system supporting the success of the University employees, it is expected that postdoctoral associates undergo a review of their performance on an annual basis. Criteria for such reviews will vary according to the nature of the position and the unit in which it is located. Criteria should be communicated in writing to the postdoctoral employee at the time of initial hire and at the start of each succeeding year.
A written evaluation is required and should be prepared and delivered to each postdoctoral associate on an annual basis by the responsible administrator. The responsible administrator should seek whatever evaluations are necessary to complete a fair and thorough review. Evaluations might be sought from colleagues and from others with whom the postdoctoral associate employee interacts. Performance reviews are to be maintained in the department personnel file
Paid and Unpaid Leaves of Absence
Postdoctoral associates are eligible for paid and unpaid leaves of absence. Refer to the Appendix: Paid and Unpaid Leaves of Absence for Postdoctoral Associates (9546).
Nonreappointment and Termination
A decision may be made to not reappoint a postdoctoral associate on the basis of performance or budgetary constraints. If such a decision is made, there is no prescribed notice period requirement, but reasonableness should guide at what point the notice is given. A department may not terminate a postdoctoral associate appointment prior to the end date of the existing appointment period for reason other than fiscal emergency or just cause sanction.
- Fiscal Emergency: The University may terminate a postdoctoral associate appointment prior to the employment contract’s official end date without the employee’s agreement in situations where a drastic reduction in the University’s budget is officially recognized and declared by the Board of Regents.
- Just Cause Sanction: Early termination sanction may be imposed as a disciplinary sanction based on just cause. Just cause involves reasonableness, evidence of forewarning, investigation, proof, consistency, and equity. Just cause termination of the employment contract is grievable.
Refer to the Board of Regents Policy: Conflict Resolution Process for Employees and the corresponding Administrative Policy: Implementing the Conflict Resolution Process.
Postdoctoral Fellow Appointments (9560)
Postdoctoral fellow appointments are for persons receiving a fellowship or training award granting a stipend and allowing for advanced study or research. Postdoctoral fellows can be appointed on sponsored individual fellowships or institutional training awards. Individuals appointed as postdoctoral fellows are not employees of the University and, therefore, provide no service to the University. Responsibilities are defined by the parameters of the fellowship or traineeship.
Classification and Pay
See Job Classification Descriptions for generic job descriptions of Postdoctoral classifications.
As stipulated by the awarding agency, postdoctoral fellows are not employees of the University, provide no service to the University, and as such received no salary from the University. However, individuals appointed under this classification receive a training stipend through the funding agency.
No provisions of leaves or other benefits are provided by the University, with the exception of health insurance if eligibility is met. Postdoctoral fellows who receive a stipend during the academic year equivalent to at least 25 percent time for nine-months are eligible for enrollment in the Graduate Assistant Insurance Plan. Availability of other benefits (e.g., leaves, tuition) is determined by the granting agency or foundation.
REASON FOR POLICY
This policy implements Board of Regents Policy: Employee Group Definitions. Postdoctoral appointments fall under professionals-in-training and are provided by the University to afford individuals holding a doctoral or doctoral-equivalent degree opportunity for further development of career skills within a particular discipline or to learn new or different research and teaching techniques, update knowledge, or retool.
There are no procedures associated with this policy.
There are no forms associated with this policy.
- Benefits for Postdoctoral Associates (9546) (PDF)
- Benefits/Policy for Postdoctoral Fellows (9560) (PDF)
- Paid and Unpaid Leaves for Postdoctoral Associates (9546)
FREQUENTLY ASKED QUESTIONS
There is no FAQ associated with this policy.
- HRMS Key Contact
- Office of Human Resources Call Center
- SPA Information
- A descriptive title given to a position or a group of positions of sufficiently similar mix or range of responsibilities or job duties.
- Dependent Child
- The employee's biological, adoptive, or foster son or daughter, a stepchild, or a legal ward of the employee or a child of a person standing in loco parentis who is under the age of 18, or 18 and older and incapable of self care because of a mental or physical disability. The University’s policy on domestic partners extends the definition of son or daughter to include those of registered same-sex domestic partners.
- Fiscal Emergency
- A drastic reduction in the University budget that has been officially recognized and declared by Board of Regents.
- Just Cause
- A ground for discipline and takes into account reasonableness, evidence of forewarning, investigation, proof, consistency, and equity.
- Registered Same-Sex Domestic Partner
- Two persons of the same sex who are (1) engaged in a committed relationship and intend to remain together indefinitely; (2) unable to marry each other under MN law; (3) at least 18 years of age and have the capacity to enter into a contract; (4) are jointly responsible to each other for the necessities of life; (5) are not related by blood closer than permitted under MN marriage laws; and (6) registered as same-sex domestic partners with the University.
- Responsible Administrator/Supervisor
- Classifies the work responsibilities appropriately.
- Has knowledge of the policies and procedures governing postdoctoral appointments.
- Informs postdoctoral associates or fellows of the details of the appointment.
- Provides regular performance reviews (optional but strongly encouraged).
- Postdoctoral Employee
- Is aware of the policies governing postdoctoral associate or postdoctoral fellow appointments at the University respective to the individual’s appointment.
- Understands and executes expected performance standards.
- Board of Regents Policy: Conflict Resolution Process for Employees
- Board of Regents Policy: Employee Group Definitions
- Board of Regents Policy: Employee Performance Evaluation and Development
- Board of Regents Policy:Equity, Diversity, Equal Opportunity, and Affirmative Action
- Administrative Policy: Implementing the Conflict Resolution Process
- Administrative Policy: Family and Medical (FMLA) Leave
- Administrative Policy: Military, Court Appearance or Civic Duty Leaves
- Administrative Policy: Parental Leaves for Academic Employees
- Administrative Policy: Regents Scholarship Program
- Administrative Policy: Vacation Leave for Academic Employees
- Academic Salary Floors [current year]
- October 2012 - Reflecting a change to the 9546 Post-doctoral Associate and the 9560 Post-doctoral Fellow classification descriptions, a modification to the permitted term of the post-doctoral appointments was made, providing a range of 3 up to 5 years, depending on training needs.
- July 2009 - Paid sick leave provisions were more clearly explained and language was added related to termination for reason of fiscal emergency. An appendix was added covering both paid and unpaid leaves for postdoctoral associates. General edits were made.
- May 2008 - Policy converted to the new University-wide format for administrative policies. Language specific to bereavement leave was added for purposes of clarification.
- September 2005
- September 2005