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Postdoctoral Appointments

Effective: September 2005
Last Updated: May 2008

Responsible University Officer:

  • Vice President for Human Resources

Policy Owner:

  • Director, Human Resources Policy Development

Policy Contact:

Policy Statement

The University of Minnesota (University) provides an opportunity for a postdoctoral graduate experience 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.

Postdoctoral Associate Appointments (9546)

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. Postdoctoral associates 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. Postdoctoral associates are University of Minnesota employees who are receiving additional training while also performing service for the University, for which they are compensated.

Classification and Pay

See Job Classification Descriptions for a complete generic job description of the Postdoctoral Associate classification.

Compensation and Fringe Benefits

Salary. 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 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.

Fringe Benefits. Postdoctoral associates receive fringe benefits as defined for the position and for which specific eligibility requirements are met. Refer to the Appendix A: Benefits for Postdoctoral Associates (9546) (pdf) for a snapshot of available benefits and applicable policies.

Performance

As part of an ongoing performance management system supporting the success of the University's employees, it is expected that postdoctoral associates undergo a review of their performance on an annual basis. A written evaluation should be prepared and delivered to each postdoctoral associate by the responsible administrator. 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 to the postdoctoral employee at the time of initial hire and at the start of each succeeding year.

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.

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 any reason other than just cause.

Conflict Resolution

Refer to the Board of Regents Policy: Conflict Resolution Process for Employees and the corresponding Administrative Policy: Implementing the Conflict Resolution Process.

Unpaid and Paid Leaves of Absence

Postdoctoral associates are eligible for unpaid and paid leaves of absence to include the following:

  • Sick Leave: Postdoctoral associates (9546) are provided paid sick leave, not to exceed two consecutive weeks (10 days) for absences caused by occasional or serious illness or injury to themselves or their dependent child. In the case of repeated absences due to illness, the responsible administrator/supervisor may request a healthcare provider's certification verifying the inability to work.
  • Parental Leave: Postdoctoral associates are provided with parental leave benefits if they have been employed at the University for at least nine-months and are either full- or part-time and provide an average of 20 or more hours of service per week.
    The parental leave offers the following provisions to postdoctoral associates:
    1. A female may, upon request, take up to six weeks' leave with pay related to the birth of her child. This leave is for the purposes of child rearing and recovery associated with the birth.
    2. A female may, upon request, take up to two weeks' leave with pay and four weeks' leave without pay related to the adoption of a child.
    3. A male may, upon request, take up to two weeks' leave with pay and four weeks leave without pay related to the birth or adoption of a child.
    4. Parental leave provisions as provided under this policy are applicable to registered same-sex domestic partner relationships.

    All parental leave time must fall within the term appointment and must be taken consecutively without interruption. Refer to the Administrative Policies: Parental Leaves for Academic Employees and Family & Medical - FMLA Leave for additional information.

  • FMLA: Postdoctoral associates may be eligible for up to twelve weeks' absence during a fiscal year for reasons of:
    1. the employee's own serious health condition
    2. the serious health condition of an employee's immediate family member; or
    3. caring for a newborn or newly-placed adopted child or foster child.

    Refer to the Administrative Policy: Family & Medical - FMLA Leave for specific eligibility criteria, policy, and procedural information.

  • Bereavement: Postdoctoral associates are provided, at the discretion of the department, up to three workdays paid bereavement leave upon death of an immediate family member. This leave is granted for purposes of (1) attending the funeral services, ceremonies, and/or interment; (2) making necessary arrangements; (3) travel related to the death; and (4) bereavement time. Responsible administrators/supervisors are encouraged to make special arrangements to accommodate granting of leave.
  • Vacation Leave: Postdoctoral associates (9546) holding an A term (12-month) appointment at 67 to 100 percent time are eligible to accrue 22 days of paid vacation a year. Vacation is not cumulative beyond one year's total accrual of 22 days and no pay in lieu of time off is provided. Those employees holding 67 to 99 percent time appointments accrue vacation at a prorated rate based on their appointment percentage. Vacation may be used upon the request of the employee and the approval of the responsible administrator. Unused vacation days, up to a maximum of one year's accumulation of 22 days, may be paid when the individual ends University employment. Refer to the Administrative Policy: Vacation Leave for Academic Employees for additional policy and procedural information.
  • Attendance at Scientific or Professional Meetings: Time away from work with pay may be granted to postdoctoral associates representing the University or attending meetings important to their work.
  • Tuition Benefits: Postdoctoral associates meeting eligibility criteria may request tuition benefits for University of Minnesota credit-bearing courses, through the Regents Scholarship Program. Refer to the Administrative Policy: Regents Scholarship Program for specific information regarding eligibility, requirements, provisions, and procedures.

For the following leaves, please refer to the Administrative Policy: Military, Court Appearance or Civic Duty Leaves.

  • Military Leave: Postdoctoral associates are entitled to fifteen days paid leave in a calendar year for active military duty; such leave falling within a paid appointment period shall be with pay. Verification of notice to report for duty (including dates of leave) shall be provided to the responsible administrator/supervisor. Refer to the Administrative Policy: Military, Court Appearance or Civic Duty Leaves for policy and procedural information.
  • Court Appearance or Jury Duty: Postdoctoral associates are eligible for paid leave of absence when testifying before a court or a legislative committee on a matter concerning the federal or state government or the University, or when called to testify as an expert or to serve on a jury. When serving on a jury, it is expected that employees would be working during any normal work time when the jury is recessed.
  • Voting Leave: Postdoctoral associates are eligible for a paid leave of absence to vote in any state-wide general election or state-wide primary election, or in any election to fill a vacancy in the office of a United States senator or representative during the morning of the election day. Paid leaves to vote shall cover only those hours the employee is regularly scheduled to work and shall be reasonable in relation to voting site location and distance.

Postdoctoral Fellow Appointments (9560)

Postdoctoral fellow appointments are for persons receiving a fellowship or training award to acquire additional research training. Postdoctoral fellows can be appointed on sponsored individual fellowships or institutional training awards. Individuals appointed as postdoctoral fellows are not employees of the University of Minnesota and as such 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.

Compensation and Fringe Benefits

Salary. As postdoctoral fellows are not employees of the University and therefore provide no service to the University. Individuals appointed under this classification receive a training stipend through the funding agency, but no salary from the University.
Fringe benefits. Postdoctoral fellows who receive a stipend during the academic year equivalent to at least 25 percent time, nine-month graduate assistantship 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.

Unpaid and Paid Leaves of Absence

Postdoctoral fellow appointments, provide no service to the University as stipulated by the awarding agency. As such, there are no provisions of leaves or other benefits provided by the University, with the exception of health insurance if eligibility criteria is met. Postdoctoral fellows who receive a stipend during the academic year equivalent to at least 25 percent time, nine-month graduate assistantship 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.

Provisions and Terms

There are no Provisions and Terms associated with this policy.

Reason for Policy

This policy implements the 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.

Procedures

There are no Procedures associated with this policy.

Forms/Instructions

There are no Forms/Instructions associated with this policy.

Additional Contacts

Subject Contact Phone Fax/E-mail
General Information or Procedural Assistance
  • Primary: Responsible administrator/supervisor
  • Secondary: Local campus, college, or administrative unit HR administrator
  • Other (as needed): Office of Human Resources specialist or consultant
 Office of Human Resources Specialist and Consultant List Office of Human Resources Specialist and Consultant List
Document Processing
  • HRMS Key Contact
  • Office of Human Resources Call Center
 HRMS Key Contact List (pdf)
612-625-2016		 HRMS Key Contact List (pdf)

Definitions

Classification
A descriptive title given to a position or a group of positions with similar duties and responsibilities.
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.
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.

Responsibilities

Responsible Administrator/Supervisor
  • Classify the work responsibilities appropriately.
  • Have knowledge of the policies and procedures governing postdoctoral appointments.
  • Inform postdoctoral associates or fellows of the details of the appointment.
  • Provide regular performance reviews (optional but strongly encouraged).
Postdoctoral Employees
  • Be aware of the policies governing postdoctoral associate or postdoctoral fellow appointments at the University respective to the individual's appointment.
  • Understand and execute expected performance standards.

Appendices

Frequently Asked Questions

There are no Frequently Asked Questions associated with this policy.

Related Information

History

Amended:
May 2008 - Policy converted to the new University-wide format for administrative policies. Language specific to bereavement leave was added for purposes of clarification.
Adopted:
September 2005

Effective: September 2005

To obtain a copy of a historical policy, e-mail the U Policy Librarian at policy@umn.edu or call 612-624-4372.

Office of Human Resources