Job Groups and Probationary Information

At the University of Maryland, Baltimore, job categories include Regular Exempt Staff, Faculty, Regular Nonexempt Staff, Contingent Category 1 (C1), and Contingent Category 2 (C2). Probation—trial periods in which staff must demonstrate their ability to perform the duties and responsibilities of the position—may differ for each category.

Exempt Employees

Regular exempt employees are salaried and not eligible for overtime. Examples include executives, senior managers, administrators, faculty, and professional staff.

Benefits

Full-time and part-time employees working 50% or more of the workweek receive full benefits, including health insurance, retirement plans, paid leave, holidays, and tuition benefits.

Employees working less than 50% of the workweek do not qualify for most benefits.

Probationary Periods

Probationary periods are trial periods in which regular staff employees must demonstrate their ability to perform the duties and responsibilities of the position.

• All new regular exempt employees serve a 1-year probation period.
• If you switch to a new exempt role, you’ll start a new 1-year probation.
• During probation, your employment may be ended with or without cause.

Nonexempt Employees

Regular nonexempt employees are hourly and covered by the Fair Labor Standards Act (FLSA). Among other positions, roles often include maintenance, administrative support, service, and technical staff.

Overtime

The overtime pay rate is 1.5 times the hourly rate for time worked beyond 40 hours/week. Employees can choose compensatory time off instead.

Probationary Period

• All new regular nonexempt employees serve a 6-month probation period.
• If you move to a new position through a competitive process, you'll serve another 6-month probation.
• During this second probation, you may request to return to your former job (within 30 days), if it's still available.

For Managers

You can find more information on hiring and employee status in the manager’s toolkit.

Contingent Employees

Contingent I

Contingent I employees are those employed in exempt or nonexempt positions whose employment with UMB is established through a written agreement with the University to provide personal services for a defined time period lasting 6 months or less (full-time, part-time, or as needed).

• No competitive hiring process required.
• Not eligible for benefits or job protections.
• Employment is at-will and can end at any time.
• Probationary periods do not apply.

Contingent II

Contingent II employees are those employed in exempt or nonexempt positions whose employment with UMB is established through a written agreement with the University to provide personal services for a defined time period greater than six months and not to exceed 12 months.

• Must be hired through a competitive process and may be eligible for conversion to regular employee status.
• May be eligible for some benefits like paid leave and holidays (not subsidized by UMB).
• Employment is at-will, with no guaranteed rights or job protections.
• May be eligible for help covering the full cost of health and insurance programs.
• Probationary periods do not apply.

Policy on Contingent Status Employment for Nonexempt and Exempt Employees

UMB Policy on Contingent Employment for Nonexempt and Exempt Employees

Contingent and Contractual Hiring

Hiring Considerations

Hiring Contingent Category 2 (C2) Positions

Contingent Category 2 positions require competitive recruitment. Once a successful contingent category II (CII) hire is determined, the Contingent Category II Hire/Renewal/Amendment (DOCX) must be completed. The completed forms should be attached to the hire ePAF.

They are typically limited to three years in duration. (Positions that are grant-funded or when the employee requests to remain a C2 employee are excluded from this requirement.)

C2 employees are eligible to participate in the state health benefit plans.

Hiring Contingent Category 1 (C1) Positions

Contingent Category 1 (C1) employees may be hired without competitive recruitment for a six-month contract.

Please see Policy VII. 1.40 USM and UMB (A) Policies on Contingent Status Employment for Nonexempt and Exempt Employees.

• USM Policy on Contingent Status Employment for Non-Exempt and Exempt Staff Employees PDF

Once the hire is determined, the department must complete a C1 Contract:

• Contingent Category I Exempt Staff (DOCX)
• Contingent Category I Nonexempt Staff (DOCX)
• Contingent Category I Faculty (DocuSign)
• Contingent Category I Faculty (FORM)
• Contingent Category I Faculty Bulk Upload (CSV file for DocuSign)
  • Do not edit or delete row 1.
  • Row 2 is intended as a guide for entry and can be deleted prior to upload. Each row below row 1 will create a new DocuSign contract.
• Contingent Category I Nonexempt Staff (Minor Only) (DOCX)

Please note:

• C1 contacts are submitted to HRComp@umaryland.edu prior to signatures for pre-approval.
• All C1's must have their new hire paperwork submitted through the intake process.

Changing Employee Status

Contingent Category II Conversion to Regular Staff

Contingent Category II employees may generally be converted to regular status without competitive recruitment under two scenarios:

1. Mandatory conversion after the employee has been in a Contingent Category II position for three years, or
2. Optional conversion after one year of employment.

Upon conversion, the job title and base salary compensation will remain the same, and the converted employee does not have to serve probation. They will be eligible for regular benefits and leave packages according to their employee class. Converted employees will not be compensated or allowed to carry over any remaining leave balance from the Contingent Category II contract period.