Performance reviews are required for all full and part-time staff employees.
Before beginning the application process, you will need information regarding your educational history, your employment history and reference information.
Please Note: If you are selected for hire your background check must be complete and you must present I-9 Employment Eligibility Verification documentation prior to starting work.
Our allows you to search for job(s) that interest you. You will be able to search for jobs by posting number, department or job title. You can also use key words to search for jobs.
Your application is immediately accessible by the hiring department upon completion of your online submission.
Once your application is in the system, it will be reviewed by the hiring department. Should you be selected for an interview, you will be contacted by the hiring department. The length of the recruitment process can vary based on the needs of the individual hiring departments.
Once you have successfully completed the online application process, a confirmation number will appear for your reference. Your application is not complete until you receive this confirmation number.
Please do not call Human Resources to check on the status of your application. You will be able to check on your status by logging into your user account, created during the application process. Once logged in, you will be able to identify the status of all jobs applied for at Â鶹ÊÓƵ.
Jobs are posted as they become available. Jobs are removed from the website as soon as they are closed.
No, we only accept online applications.
You will be able to submit a resume and cover letter each time you apply for a position. Our online application system will prompt you on how and when to attach your documents.
Yes, you will be able to print a copy of your completed application.
You will be able to log into the system and update your application 24 hours per day, 7 days per week. This updated application can then be used to apply for additional positions.
You may also upload an updated resume each time you apply for a position.
You will be asked to create a user account during the online application process. Once created, you can complete a portion or all of the application before logging out.
Be sure to save your work before logging out.
Yes. Once you have completed your online application through our online site, you can apply for multiple positions that are currently open.
To apply for another job, log back on the online site and apply. The application you originally submitted will still be in the system available for you to update and submit for another job opening.
Changes can be made to your general application at any time. Log in using your username and password. Once you have selected the position you want to apply for, make the changes to your application and save.
The next time you apply for a position, your revised application will be saved. However, once you complete an application for a specific position, you cannot go back and edit the submitted application.
No. The Â鶹ÊÓƵ Jobs online employment site is the only place where you can apply for positions.
We do not accept resumes via fax, email or dropped off in person. Only online applications will be accepted.
Your application will not be accepted without the required documents.
A veteran qualifies for a veteran’s employment preference if the veteran (a) served in the Army, Navy, Air Force, Coast Guard, or Marine Corps of the United States or the United States Public Health Service under 42 U.S.C. Section 201 et seq., as amended; the Texas military forces as defined by Section 437.001; an auxiliary service of one of those branches of the armed forces; and (b) was honorably discharged. Auxiliary services are noted as the women's units (WAF, WAC, WM, and WAV).
A veteran’s surviving spouse who has not remarried qualifies for a veteran’s employment preference if the veteran was killed while on active duty.
A veteran’s orphan qualifies for a veteran’s employment preference if the veteran was killed while on active duty.
In order to receive Veteran’s Employment Preference, applicants must provide verification documents at the time of application.
Legislation requires that interview pools of up to 6 people consist of at least one person who qualifies for VEP, provided the minimum qualifications of the job are met, regardless of the veteran applicant’s matrix score.
If interviewing more than 6 candidates, 20% of those interviewed must qualify for VEP, provided they meet the minimum qualifications, regardless of the veteran applicant’s matrix score.
Interview Pools Do Not Need to Include VEP Candidates if There are None Who Meet the Minimum Qualifications of the Job.
If a veteran and a non-veteran are considered equal regarding all hiring-related matters, then it is recommended to hire the veteran.
For more information on the Veteran’s Preference in Employment, or if you have any questions regarding the statutes, email Â鶹ÊÓƵ's Human Resources' Veteran’s Employment Liaison at jobs4vets@lamar.edu.
For related information, please visit:
If you have any questions or need assistance, please contact the Human Resources Department at (409) 880-8375 or via email at jobs@lamar.edu.
Please visit the Human Resources Insurance web page for information and resources.
Open Enrollment takes place annually, usually during the month of July for a 3 to 4-week period.
Yes, if you have a Qualifying Life Event or the summer enrollment period.
A change in your situation—like getting married, having a baby, or losing health coverage—can make you eligible for a Special Enrollment Period, allowing you to enroll in health insurance outside the yearly Open Enrollment Period.
No, you do not receive any additional compensation for waiving coverage.
The first of the month following your 60th day of employment.
Your benefit elections can be made at . Of note, ERS is the state agency responsible for the provision of state employee benefits.
As a new hire within the first 30 days, 30 days within a qualifying life event or during summer enrollment.
ERS imposes a surcharge if you do not certify as tobacco-free or in a quit program.
Evidence of Insurability (EOI) is an application process in which you provide information on the condition of your health or your dependent's health in order to be considered for certain types of insurance coverage.
Links to insurance information can be found on the Human Resources Insurance web page or at .
State service credit is earned when you work for a State of Texas agency or a public institution of higher education.
State service affects your vacation accruals and eligibility for longevity pay.
Additional Benefits include:
The offers a variety of free services and resources to support employees’ health and wellness and life/work success. These include confidential short-term counseling services, legal and financial resources, and much more.
To learn more, visit the .
At Â鶹ÊÓƵ, specific policies exist to ensure all qualified employees with disabilities are afforded equal employment opportunities in compliance with federal and state laws. In addition, the University provides reasonable workplace accommodations for employees with disabilities.
The University also works to ensure equal opportunity in all its educational programs and activities, and all terms and conditions of employment without regard to age, race, color, disability, religion, national origin, veteran’s status, genetic information, or sex (including pregnancy), except where such a distinction is required by law.
First, check Self-Service Banner to see if a paycheck was issued. If yes, check with your bank to see if the direct deposit has been processed.
Next, contact the department that you performed the work for to see that all paperwork (PAF, timesheet, etc.) has been completed and submitted. If so, please check with the Payroll office to determine the source of the problem. The Payroll office must run payroll several days in advance of the actual pay date and slow paperwork often means a delay in payment.
Some common reasons for not receiving a paycheck when one is anticipated are:
The phone number for the Payroll Office is (409) 880-8000.
The Payroll Department provides paychecks to employees on either Monthly or Bi-Weekly Payroll Dates. Specific pay dates are provided on the Financial Services/Payroll web page.
Electronic versions of your Paycheck Stub, 1095C, and W-2 are available under the "Employee" tab in Self-Service Banner via . Visit IT Help and Support or contact the Service Desk at ext. 2222, if you do not have login access.
Steps for getting the pay documents:
Personnel Action Forms (F3.2s) authorize payroll transactions. Payroll checks will not be generated without a properly completed PAF for the individual, despite preparation of time sheets and/or leave reports.
The PAFs must be received in the Payroll Office by 5 p.m. on the second working day after the end of the pay period to be activated for the next payroll date. PAFs received after this date will be processed in the subsequent payroll period.
The approximate processing time for a PAF, from departmental origination to entry into the payroll system is 10 days.
Timesheets and/or leave reports received by the indicated due date will be processed for the next applicable payroll period. The due date is 5 p.m. on the second working day after the end of the pay period.
Timesheets and/or leave reports that are received in the Payroll Office after the due date will be processed for the next payroll period.
All positions in the classified service are assigned to a class of positions that should reflect accurately and currently the duties, responsibilities, qualifications, and other work requirements of all positions within the class.
Each class involves substantially the same kind and level of work in terms of complexity and responsibility as well as comparable educational and experience requirements. Titles assigned to each class of positions are descriptive of the nature of the work performed by the positions within that class.
The official position title is used for all HR-related records; however, for internal purposes, departments may use a functional or working title.
A promotion occurs when a current employee is selected as the successful candidate for a posted vacancy that is at a higher grade than the employee’s previous position.
A classification review is a formal study of the duties and responsibilities that comprise a position, taking into consideration the nature and level of work performed and the specifications required for an incumbent to perform the job completely.
A reclassification occurs when the job duties and/or required qualifications of a position are re-evaluated and the position is assigned a new classification.
The change in job duties, essential functions and/or qualifications of the position should be sufficient to warrant a study by HR. A position that is reevaluated may be assigned a new title and be classified at a lower or higher grade and salary range.
Please refer to Â鶹ÊÓƵ Human Resources Policies for more information regarding classification changes.
The Federal Fair Labor Standards Act (FLSA) determines whether employees are subject to or exempt from overtime provisions.
If employees are determined to be serving in a non-exempt position, overtime pay or compensatory time must be provided for working more than 40 hours in a defined workweek (Saturday 12:01 a.m. until Friday 12:00 midnight).
When non-exempt employees work over 40 hours during their scheduled workweek, they are entitled to time-and-a-half pay or compensatory time calculated at time-and-a-half for all hours actually worked in excess of 40 hours. All overtime for non-exempt employees should be approved in advance by their supervisor.
Yes, employees of institutions of higher education or employees engaged in a public safety activity may be paid for State Compensatory time hours (non-FLSA overtime) on a straight time basis when taking the compensatory time off would be disruptive to normal teaching research, or other critical functions.
The Â鶹ÊÓƵ policy on Attendance/Leave provides additional information on overtime and compensatory leave.
A reclassification request is necessary in order to:
Reclassifications of existing positions are processed in accordance with the needs of the University on an as-received basis. In order for reclassifications and new positions to be processed, the required approved documentation is submitted to Human Resources:
Reclassification of existing positions is limited to no more than once every two years. With Vice President's approval, exceptions will be considered during complete departmental reorganizations.
The value of all jobs is influenced by the going rate in the labor market. In some cases, the market value of a job is the most appropriate measure in establishing the salary. A market adjustment is allowed when necessary to stay competitive in the labor market.
To make a market adjustment to a staff job, the Dean or Associate Vice President should contact HR for details on the collection of relevant data and how to prepare the proposal. Market adjustments should be presented during the annual budget preparation process in ample time to be included in the next fiscal year's budget. Adjustments must not be retroactive.
Information about Employment Visas and Permanent Residency can be located on the Human Resources Policy Manual, Section 4, Employment Practices web page.
The Human Resources Office on behalf of Â鶹ÊÓƵ facilitates the preparation and filing of petitions for temporary employment authorization for non-immigrants. However, the office does not provide legal advice or assist in negotiations of salary, conditions of employment or payment of fees for filing petitions and cannot provide you with case status updates.
Please contact Terri Jones at trjones2@lamar.edu for more information about the Visa process for employees.
Upon contact, a form will be sent to the Chair or Department Head to authorize filing the petition for temporary employment authorization. Once the form is signed by the Dean/Department Head and Vice President and returned to HR, then the case will be referred to board-certified immigration attorneys for processing.
The HR Department will continue to liaise between the attorneys and the employee throughout the process.
Your Leave Balances can be found on the Employee tab located in Self Service Banner.
Steps for accessing your leave balances:
Report the incident to your supervisor as soon as possible. The supervisor on duty at the time of the injury is responsible for investigating the scene, ensuring the injured receive prompt medical attention, and addressing any safety hazards that may have caused or contributed to the injury
Once your supervisor reports the injury to Human Resources, that office will coordinate your worker’s compensation claim and pay while you’re away from work.
Worker’s Compensation is insurance that handles claims for work-related injuries. It also provides 66% of your income (with a salary cap) while you are away from work due to a work-related injury.
No, you will not need to file a short-term disability claim. Worker’s compensation will pay for your time away from work due to a work-related injury. You can also use PTO to supplement your worker’s compensation pay.
Yes, you will need to complete an FMLA request form. See the Family Medical Leave ACT website to review and access FMLA information and to obtain the forms needed to process a leave request.
While you are away from work due to a work-related injury or illness, your status will be leave of absence. Once your doctor releases you to return to work, you will return to active status.
Yes, your benefits will continue. Premium payments will continue through payroll deduction as long as you have PTO. If your PTO ends, you will be placed on unpaid leave status, and you will be responsible for making premium payments to Benefit Express via direct billing.
Once your doctor releases you to return to work, you will resume active status, and your premium payments will recommence through payroll deduction.
Note that if you are receiving workers' compensation benefits, you may choose to supplement workers' compensation pay with PTO to meet your full salary, but you will not be paid from both workers' compensation and PTO for the same hours.
See the Additional Benefits web page with links to information on FMLA and Workers Compensation. An HR representative can be contacted at (409) 880-8375. However, it may be beneficial to write an email inquiry.
Yes, the Human Resources Department provides a variety of training opportunities. Current workshop offerings can be found on the HR Training and Development web page.
Yes, all employees are required to participate in Civil Rights Training (Equal Opportunity Training) within 30 days of employment.
Employees are also required to participate in Title IX/Sexual Harassment training and some employees are required to participate in Family Educational Rights and Privacy Act training. These classes are provided through third-party vendors.
Employees will be contacted by Human Resources and will be provided links to these training modules.
Yes, the Employee Education and Training Plan ("the Plan") provides employees of Â鶹ÊÓƵ with assistance in obtaining additional college-level education and training to increase their value to the University.
Additionally, a full-time employee’s spouse and/or eligible dependent children are provided with tuition assistance of 100% for resident tuition through the Tuition Assistance Program for Spouses and Dependents (PDF) (LUTAP).
The Texas State University System and Â鶹ÊÓƵ are committed to creating and maintaining educational communities in which each individual is respected, appreciated and valued. Â鶹ÊÓƵ diligently strives to foster an environment that permits and encourages everyone to perform at their highest levels in academia. Â鶹ÊÓƵ’s focus on tolerance, openness, and respect is key in providing every member of our community with basic human dignity free from harassment, exploitation, intimidation or other sexual misconduct.
An incident report can be completed online through the completion of an This form allows you to submit an anonymous report
You may also Report an Incident to any of our Title IX Coordinators, The University Police Department, or make a confidential statement to the Student Health Center.
Please note: A responsible employee who receives a report of sexual misconduct must report to the Title IX Coordinator all relevant details about the alleged sexual misconduct shared by the victim. A responsible employee should not share information with law enforcement without the victim’s consent, unless the victim has also reported the incident to law enforcement.
Yes, all faculty, staff and student workers must complete our compliance training modules. For your convenience, we provide training through online modules provided by Lawroom.com.
Initial training for new employees and refresher training are managed by our Human Resources Compliance Officer. Employees will receive emails that provide them with links to the training modules when training needs to be completed.
Yes, all employees are required to take the training.
Yes, please print an electronic copy of your training completion certificate and email it to our Human Resources Compliance Officer at Brenda.dixon@lamar.edu.