Position Management

Position management is the strategic process of creating, defining, and tracking the structure of organizational roles and responsibility independent of the employee who fills them. It establishes a position-based framework for workforce planning, budget allocation, and talent management ensuring the correct positions exist to meet business goals.

Organizational Structure: Creating a sound organizational structure and hierarchy through defining the specific responsibilities that are accomplished by each position.

Position Details: Each position is defined with attributes such as job title, required qualifications, functions/responsibilities, salary range, and classification.

Position Tracking: Positions are tracked whether they are open, filled, or vacant, providing a clear overview of the organization's workforce needs and structure.

Strategic Workforce Planning: This framework supports long-term planning by identifying the ideal number and types of roles needed, enabling organizations to align their workforce with their strategic goals.

All positions at Salisbury University require an up-to-date Position Description (Word) on file. Position descriptions are our workforce tool that serves to organize position data, recruit the right candidates, orient new employees and set expectations for evaluating job performance.

PIN Positions

A PIN position is meant for regular employees recognized by the State of Maryland. PIN positions can be non-exempt or exempt, full-time or part-time, faculty or staff and follow the legally mandated distinctions in the Fair Labor Standards Act (FLSA 29 USC). PIN positions are eligible for all benefits offered by the USM, based on percentage of time worked.

Contingent Positions

Contingent positions provide non-regular employment for non-exempt or exempt positions within the USM system. Contingent employment, compensation, terms and conditions of employment are governed by a written agreement (contract) and the BOR-USM Policy VII – 1.40.

Contingent positions fall in the contingent I or contingent II category and follow applicable Federal and State of Maryland Equal Employment Opportunity and Affirmative Action laws and other applicable USM employee policies.

Contingent I Category

The Contingent I category (CI) is defined as any contingent employee whose written agreement (contract) is for a term of six months or less regardless of the percentage of time worked. Generally, CI employees are used for seasonal or intermittent/ad hoc work as needed. Since these positions are temporary in nature, there is no search required for CI positions and these employees are not entitled to receive fringe benefits.

Contingent I employees can be part-time or full-time, exempt or non-exempt. Part-time contingent I contracts may be renewed indefinitely by executing new contracts of up to six months. Full-time CI contracts (20 hours or more per week) are limited to two 6-month contracts in a 12-month period. At SU, contingent I contracts are most commonly issued for administrative support and/or adjunct positions.

Evergreen Positions

Evergreen positions are a type of position in the contingent I category that are in a constant state of hire and therefore require an open job posting at all times. This technique is used to develop pools for hire and streamline the hiring process.

Currently at SU, we consider the following CI positions as evergreen: Adjuncts, Students, Housekeepers, Food Service Aids and Security Officers.

Contingent II Category

The Contingent II category (CII) is defined as any contingent employee whose written agreement (contract) is for more than six months, but no more than 12 consecutive months. CII employees can be full-time or part-time, exempt or non-exempt. This category is not meant for seasonal or intermittent/ad hoc work.

Contingent II employees are required to be hired through a competitive recruitment and selection process and are eligible for certain benefits depending on their contract terms. CII employees are entitled to receive service credit for the time served in this category, if appointed, without a break in service, as a regular employee (PIN).

As of October 2004, the University limits the appointment term of any newly hired CII employee to two (2) years in a position. This limit does not apply to “externally” funded positions or Non-Tenure Track Faculty. Pursuant with BOR Policy III05 Non-Tenure Track Faculty can receive contracts for up to three (3) academic years before renewal. After six (6) consecutive years as a full-time Non-Tenure Track Faculty member you are eligible for regular employment or the 7.25% of annual salary in lieu of an employer contribution to the state-sponsored retirement or pension plan.

Position Request Process

At Salisbury University, positions are first justified using the Position Justification Form and then formally developed for approval using the Position Development Form (formerly known as the PRF).

A Position Development Form is required for all new, replacement, or reclassified positions and ensures that every request is reviewed for:

• Institutional Alignment: How the role supports SU’s mission, strategic plan, and divisional goals.
• Operational Need: Whether the role is mission-critical, compliance-driven, or essential to student success.
• Fiscal Responsibility: Funding sources, sustainability, and impact on budget.
• Equity and Consistency: Fair classification, compensation, and workload balance across the university.

By requiring the PDF, SU ensures that all positions are thoughtfully planned, strategically justified, and financially sustainable. Please follow the current processes to justify and develop the position you’re looking for.