Human Resources Competencies

Our vision at UF is to develop an ever-expanding community that supports excellence in the sponsored programs that enhance the sciences, arts, outreach, and scholarship. We strive toward our vision by intentionally reducing administrative burden on faculty and by reducing risk to UF through supporting sponsored programs administration networking, education, and development of knowledge and skills.

In support of these stated goals, we have developed a competency model that will allow us to strategically target and measure the effectiveness of initiatives designed to obtain our vision.

In addition to the competencies documented in the PRO3 model HR/Payroll Management Competencies, a person considered exceptional in sponsored program administration will be competent in the following 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
- CAS Exemptions
Identify the restrictions on international persons engaged in research
- Foreign Nationals
- Payments to Foreign Nationals
Ensure all volunteers and visitors have registered with UF
- Volunteer Coordination

Define the concept of salary cap
Define the concept of salary limit
- NSF Senior Personnel Salary and Wages Policy
Recognize financial implications on college, department, division, or center budget
- Salary Cap Calculator

Effort Reporting Directives

Define Institutional Base Salary
- 2CFR200.430: Compensation – Personnel Services
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)
- Managing Your Award
Explain how appointment types (9, 10, 12-month, courtesy, emeritus, etc.) and FTE impact effort calculations
Validate that commitments in the UF Integrated Research Support Tool (UFIRST) match what was pledged and accepted, and follows university commitment entry guidelines
- Effort Commitment Guidance
- Effort Report Flow
Process modifications in UFIRST, validating that commitments match what was pledged and accepted, and follows university commitment entry guidelines
- UFIRST – Award Modifications
- Effort Report Flow
Recognize when effort commitment is at risk of not being met and enter term commitment adjustments in myUFL or request sponsor approval
- Effort Report Flow
- UFIRST – Award Modifications
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
- Locating Salary Cap Information
- Effort Commitment Guidance

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
- Hiring Information
- Immigration Compliance Services
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
- Research Training
- Research Training Utility
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 PI’s
- Notification of Departing Principal Investigator
- Exit Checklist

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)
- Understanding the Data
- Running Cognos reports
Associate correct fringe rates with salary plans
Distinguish the correct salary base (9-month, 10-month, 12-month) for employees
- 12 Month option for 9 Month Faculty
Confirm the employees under each investigator
Identify when payroll distributions are inconsistent with commitments
- Creating and Editing Payroll Distributions
- Commitment Accounting Toolkit
Distribute only payroll allowable under salary caps and limitations
- Salary Caps & Limitations
Monitor and forecast distributions and appointments regularly through communication with investigator
- myInvestiGator – Payroll Projections
Determine allowability and proration of graduate student tuition across funding sources
- Graduate Student Salary & Tuition Costs

Human Resources Competencies

Personnel Categories

Salary Cap and Limits

Effort Fundamentals

Graduate Student Compensation

Onboarding/Departure Process

Personnel Related Expenses