Glossary

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OPTRS	Online Positive Time Reporting System: subsystem of PPS used for reporting positive time and vacation and sick leave accrual/usage
Non-Represented Employee	An employee in a job for which terms and conditions of employment are not bargained by a union, and instead are covered by UC policies.
Non-Exempt Employee	A employee who, based on duties performed and manner of compensation, is subject to all FLSA provisions. Because of hourly pay practices, an employee appointed to a per diem position shall be treated as a non-exempt employee subject to FLSA minimum wage and overtime provisions. A non-exempt employee is required to account for time worked on an hourly and fractional hourly basis and is to be compensated for qualified overtime hours at the premium (time-and-one-half) rate. Non-exempt titles are identified in title and pay plans.
Minorities	The term “minorities” as used in affirmative action refers to four ethnic minority groups: American Indians, Asians, Blacks, and Hispanics.
Limited Positions	Limited positions are those established at 50% to 100% time for less than one year or indefinite positions at less than 50% time.
LDAP	Lightweight Directory Access Protocol: network security protocol widely used on campus
Job Structure	Defines how job fields, job families, job categories and job levels are organized. Refer to Job Structure Layout.
Job Standard	A description of the scope, key responsibilities, and knowledge and skill requirements of a specific job level within a family. In UC Berkeley's job structure, jobs with similar duties will share a common job standard. View a sample job standard.
Job Market (also referred to as Labor Market)	Identifies and defines a combination of the following factors: geography (local, regional, national, international); industry; education, experience and licensing certification required; and function or occupation. In the job structure, average salaries for a given job in the job market are compared to UC Berkeley jobs.
Job Mapping (also referred to as Mapping)	The process of determining the accurate job field, job family, job category, and job level of a position.
Job Level (also referred to as Level)	The amount of responsibility, impact, and scope that a job has within a category. UC Berkeley has determined the appropriate number of levels within each job family by looking at market survey data and working with subject matter experts for that family and field. For example, in the Buyer family the Professional job category has five levels with Level 5 being the most complex in scope. Refer to Job Structure Layout.
Job Group	Job groups are the basic building blocks for developing availability proportions and conducting the utilization analysis. Each job title is grouped with other titles, using such criteria as similar job content, wage rates, and opportunities for advancement.
Job Field (also referred to as Field)	A group of job families that involve work in the same general occupation. These jobs have related knowledge requirements, skill sets, and abilities. Finance and General Services are examples of fields in UC Berkeley's job structure. Refer to Job Structure Layout.
Job Family Description	A description of the functions and activities that commonly occur at all levels of a specific occupation.
Job Family (also referred to as Family)	A more specific occupational area within a job field. In a job family, the same or relatively similar work is performed, a similar skill set is required, and it is possible to move within the family with minimal training. For example, in UC Berkeley's job structure, Purchasing is a family within the Finance field. Refer to Job Structure Layout.
Job Description Template	A job standard that is downloaded into a Microsoft Word document, which can then be customized for an individual job description.
Job Description	A summary of the key responsibilities of a job, for a specific employee or group of employees. It includes the general nature of the work performed, the level of the work performed, the skills and knowledge required for competent performance of the job and other elements. A job description describes and focuses on the job itself and not on any specific individual who might fill the job.
Job Description	A summary of the key responsibilities of a job, for a specific employee or group of employees. It includes the general nature of the work performed, the level of the work performed, the skills and knowledge required for competent performance of the job and other elements. A job description describes and focuses on the job itself and not on any specific individual who might fill the job.
Job Category (also referred to as Category)	This defines the type of work performed, as opposed to the occupation or subject matter. The three categories in UC Berkeley's job structure are: 1) operational & technical, 2) professional, 3) supervisory & managerial. Refer to Job Structure Layout.
IS&T	Information Systems and Technology: Berkeley administrative department that provides campuswide computing, communication, and technology services. IS&T is responsible for the technical environment upon which HCM will rest
Interview Data Form (IDF)	A mandatory form used in all interview and selection actions. For details, see Interview Data Form.
Intermittent Leave	Leave taken in separate periods of time due to a single illness or injury as determined by the health care provider of the individual, rather than for one continuous period of time. Leave may include periods from a quarter hour to several weeks. Examples of intermittent leave would include leave taken on an occasional basis for medical appointments, or leave taken several days at a time spread over a period of six months, such as for chemotherapy.
Inpatient Care	An overnight stay (other than in the emergency room) in a hospital, hospice, or residential medical care facility.
Inclusiveness	A respectful way of creating value from the differences of all members of our community, in order to leverage talent and foster both individual and organizational excellence.
Inclusive Recruitment	Efforts in recruitment to attract all qualified applicants, including those from identified underutilized groups, such as mailings to minority organizations.
Incapacity	The inability to work, attend school or perform other daily activities due to the serious health condition, treatment or recovery.
In Loco Parentis	Describes those with day-to-day responsibilities to care for and financially support a child who is other than biological, adopted, foster, step or legal ward.
Human Resources Information System (HRIS)	An automated database for collecting and managing information about employees, volunteers, and other types of employees of an organization. UC Berkeley's Human Resources system is referred to as the "Human Capital Management," or "HCM."
HR	Human Resources at UC Berkeley
Health Care Provider	Under federal regulations, a doctor of medicine or osteopathy, podiatrist, dentist, chiropractor, clinical psychologist, optometrist, nurse practitioner, nurse-midwife, or a clinical social worker who is authorized to practice by the state and performing within the scope of their practice as defined by state law, or a Christian Science practitioner. A health care provider also is any provider from whom the University or the employee's group health plan will accept medical certification to substantiate a claim for benefits.
HCM	Human Capital Management: software application for tracking and reporting on Workforce Admin and employee data
Good Faith Efforts	Specific actions taken by an employer to meet affirmative action goals or deliver a successful affirmative action program.
Goal	According to federal affirmative action regulations, an employer must set goals for hiring women and minorities in job groups where the employer has identified underutilization. The goal is a percentage that matches the rate of availability. For example, in a job group where women are underutilized and the availability rate for women in that job group is 25%, the goal would be for 25% of the hires for that year in that job group to be women. There is no requirement for the employer to meet the goals. Rather, the goals are targets that employers may use to measure the overall effectiveness of their affirmative action program.
Generic Scope	The amount and breadth of responsibility and impact of all jobs at a certain job level. For example, all Supervisor 2 positions have identical Generic Scope regardless of the specific field and family. Generic Scope provides a uniform measurement against which all managers can compare their individual jobs.
FTE	Full-Time Equivalent
FSA	Flexible Spending Account. UC offers two flexible spending accounts (FSAs) to help employees save on taxes: the Dependent Care FSA (DepCare FSA) and the Health FSA. The plans allow you to pay on a pretax, salary reduction basis for eligible dependent care expenses or health care expenses not covered by your medical, dental, or vision plans. CONEXIS administers the FSA plans.