Human Resources Policies

HR86 Special Procedures for Establishing Short-Term Staff Support Jobs for Research Projects in Academic Units

Policy Status: 


Policy Steward: 

Vice President for Human Resources

POLICY'S INITIAL DATE: February 20, 1975

This policy is discontinued effective: October 23, 2013


Effective October 15, 2013, all staff research positions must be posted in accordance with HR74. Individuals on HR86 assignments as of October 15, 2013 may continue on these assignments up to the maximum period of the three-year assignment as defined below.

Note: (Whenever the term "research" is used in this policy, it should be interpreted to include other academic scholarly activities including the arts and humanities.)


To provide a means whereby the persons responsible for the administration of temporary research, grant, or contract funds can react quickly to their staffing needs. However, since this policy bypasses certain other policy or procedural requirements, it is not to be used to continue positions or individuals for more than three years. The policy applies to employees in academic units defined as:

a. an academic department or intra-college or inter-college organized research unit. (An intra-college unit and a contiguous academic department will be considered as a single academic unit for purposes of this policy.)


The following procedures apply to academic units, as defined above, and are established to assist with the hiring of temporary exempt and non-exempt staff for such projects. These procedures do not apply to technical-service positions, nor do they apply to positions that are expected to continue for more than three years (see Three-Year Limitation section below).


The linked job profiles outline levels of
exempt and nonexempt staff support jobs as follows:
Job Title Level Salary Band Job Codes
Human Research Technologist 1 (Nonexempt) E RERS8201
  2 (Nonexempt) G RERS8202
  3 (Nonexempt) H RERS8203
  4 (Nonexempt) I RERS8204
  5 (Exempt) J RERS8205
Research Technologist 1 (Nonexempt) E RERS8601
  2 (Nonexempt) G RERS8602
  3 (Exempt) H RERS8603
  4 (Exempt) I RERS8604
  5 (Exempt) J RERS8605

These job profiles are designed to provide guidance to administrative officers in determining the level of a proposed job. Each job profile outlines a variety of duties associated with several different disciplines, and also the educational and experience factors that typically must be met at the levels indicated.


  1. The administrative officer and unit Human Resources Representative should select the level of job(s)that meets the project requirements based upon a review of the applicable job profiles. The level is determined by evaluating the required competencies, complexity of duties and responsibilities, and typical education and experience. See the profiles listed above for more information.
  2. Forms establishing and filling such jobs are routed electronically by the unit Human Resources Representative to the Office of Human Resources
  3. Salaries are established within the salary bands for the jobs (unless a special market condition requires approval of an exception by the Office of Human Resources). Assuming the typical educational and experience requirements are met, the staff member should be hired within the minimum and the 75th percentile of the salary band.
  4. Such appointments shall be made only on a fixed-term basis.


An individual appointed to a job(s) under these procedures, shall not continue beyond three consecutive years.

  1. A break in service of less than six months shall be included in calculating the three-year limit.
  2. An additional HR86 appointment of an individual is permitted only after a break in employment of six months or longer.
  3. A promotion to a different title within the academic unit does not initiate a new three-year period.

An exception to the three-year limitation may be requested in cases such as where the incumbent may reach the end of his or her time limitation within a few months before the termination of a sponsored project. However, exceptions will not be granted where HR86 personnel are assigned to new projects of a duration that will exceed the remaining life of the HR86 appointment by any substantial margin (e.g., by three months).

To request approval of an exception, the academic and/or project director should send a memo to his/her unit Human Resources Representative providing justification for further review by the Office of Human Resources. In certain circumstances, approval will be required by the Executive Vice President and Provost.

If a unit wants to continue a position established under these procedures beyond three years, the position must be evaluated and assigned to the appropriate job title and level. The position must be posted in accordance with HR74.


Human Research Technologist

Job Title Definition:

The Human Research Technologist performs a variety of specialized tasks including performing analytical tests, statistically analyzing data, collecting materials and/or specimens, performing experiments, and preparing reports; recruits and schedules subjects/participants for studies; informs subjects/participants of research information in accordance with established protocols; maintains subject/participant records; oversees and monitors laboratory research procedures and recordings involving human subjects to ensure quality control; coordinates and reviews laboratory equipment and supplies to ensure availability for studies. Duties are performed at various levels within the defined title.

Research Technologist

Job Title Definition:

The Research Technologist performs a variety of specialized tasks associated with developing, designing and conducting research projects/experiments in the laboratory/field; investigates and evaluates research methods, advises faculty/researchers on optimal use of methodology and equipment; collects, correlates, analyzes, summarizes and reports on data/results identifying data integrity issues; trains users in equipment operation and research techniques; oversees daily operations of project and may oversee operations of laboratory including managing project/laboratory budget, maintaining appropriate supplies, scheduling and/or performing equipment repairs and documentation for equipment/facility; serves as technical expert for area of specialization/laboratory; assists in writing proposals and obtaining grant funding; and collaborates with other research staff within and external to the unit/project to review, modify, and improve research methodologies. Duties are performed at various levels within the defined title.