The Differential Tuition will not be charged for the winter and summer terms.
11: If I double-major in two of the programs charging Differential Tuition, will I have to pay double?
No, students with a double-major in the effected programs will pay only one Differential Tuition fee.
We understand that any tuition increase poses concerns for some students, no matter the timing. That is why our model takes such great care to phase-in differential pricing over 4 years.
To enable students in these three majors to plan in advance, the increases will be phased in incrementally. The breakdown of the increases, for fall and spring terms only is the following:
- Fall 2015 & Spring 2016: current juniors and seniors (graduating class of 2016): 2% increase. Partial differential is $700 in 2015-2016 (senior year).
- Fall 2016 & Spring 2017: current sophomores (graduating class of 2017): 6% increase. Partial differential is $700 in 2015-2016 (junior year) and $1400 in 2016-2017 (senior year).
- Fall 2017 & Spring 2018; Fall 2018 & Spring 2019: current freshmen (graduating class of 2018): 11% increase. Partial differential is $1,400 in 2016-2017 (junior year) and full differential is $2,800 in 2017-2018 (senior year).
Yes. The Differential Tuition can be refunded. Students who change their majors to other than Business, Engineering or Computer Science prior to or during the Schedule Adjustment Period will receive 100% refund of the Differential Tuition. Changes made to majors AFTER the schedule adjustment period will not be refunded for that term; however, the Differential Tuition will not be charged the following term.
For example, students who change their majors in October will continue to be charged the Differential Tuition but not in the spring term. On the flip side, if an ARHU major changes to Business, Engineering or Computer Science after the schedule adjustment period, the Differential Tuition will be charged the following term. For the most current information about tuition and fees, please see the Office of the Bursar (http://bursar.umd.edu/index.php).
The Differential Tuition will be charged when tuition and fees are posted to the student tuition billing statement. For example, the fall Differential Tuition was charged to the student account statement mid-July and payment is expected on August 20. The spring Differential Tuition will be charged to the student account statement in mid-December and payment is expected on January 20. Please note, students must be registered to be assessed the Differential Tuition. For more information regarding the payment due date, please visit the Office of the Bursar (http://bursar.umd.edu/index.php).
Development & Training (20)
You can register online at training.umd.edu, which is a registration and tracking system. This system allows you to view, register, wait list or cancel training, and even see your course history. It saves and uses a profile history you create the first time you log on, making future registrations a snap! The security and privacy of all transactions are ensured through the use of your University Directory ID and password.
This seminar is for employees and managers/supervisors who need to learn about the University of Maryland Performance Review and Development process. The class will focus on the basics of the PRD process as well as how to develop clear and effective performance expectations. Participants will be given the opportunity to develop and discuss performance expectations that focus on their specific position and support university, unit and department goals. PRD training is offered monthly, check the UHR Calendar at training.umd.edu for availability.
Updated PRD information such as the current cycle and PRD policies can be found at : PRD
All staff, faculty, and students have access to lynda.com, an online subscription library that teaches the latest business, software, and creative skills through high-quality instructional videos. Topics include project management, public speaking, leadership, facilitation, and thousands more.
Yes, we do. In addition to our normal course offerings, we also provide other staff development services for campus employees. Please contact us at UHRConnect@umd.edu with questions regarding this process.
Differential Tuition (18)
Yes. Students attending UMD who have a $0 – $8,000 Expected Family Contribution (EFC) calculated by the Department of Education according to the information provided on the Free Application for Federal Student Aid (FAFSA) will be held harmless, as will all students attending UMD on full and partial scholarships through Banneker/Key and Transfer Academic Excellence Scholarship (TAES) programs; and newly admitted freshmen who transferred in 60+ Advanced Placement (AP) courses. The University will award these students the Differential Tuition Grant.
All students attending UMD on full and partial scholarships through Banneker/Key and Transfer Academic Excellence Scholarship (TAES) programs will receive the Differential Tuition Grant. Newly admitted freshmen who transferred in 60+ Advanced Placement (AP) courses will be awarded the Differential Tuition Grant.
7: Will credits earned prior to enrolling at UMD count toward the 60 credit threshold to receive the differential tuition charge?
Yes, see #1 above. However, newly admitted freshmen who transferred in 60+ credits (through AP, IB, AICE, dual enrollment, etc.) will also receive a Differential Tuition Grant during their first year, to offset these charges. These students will not receive the Grant in the second year.
8: Will the Tuition Remission benefit for dependents of USM faculty and staff cover Differential Tuition?
No. Students who are children of USM faculty/staff who are attending UMD on tuition remission programs will need to pay the Differential Tuition.
The Differential Tuition payment due date is established by the Office of the Bursar. For the Fall Semester, the due date is August 20. For more information regarding the payment due date, please visit the Office of the Bursar (http://bursar.umd.edu/t_billDueDates.php).
Employment & Compensation (5)
Nonexempt positions are subject to the minimum wage and overtime pay provisions of the Fair Labor Standards Act. At the university, this includes all of our maintenance, office, service, and technical/para-professional staff. Nonexempt employees must be paid overtime for hours worked that exceed 40 hours in the standard workweek; for University of Maryland nonexempt staff, this includes all time in a pay status during the standard workweek (including paid leave).
Exempt positions are salaried positions that are not subject to the minimum wage and overtime provisions of the Fair Labor Standards Act (i.e., executive, managerial, and professional). Exempt employees are expected to work the hours necessary to complete assignments on a schedule that satisfies the requirements of the job, typically a minimum of 80 hours in a bi-weekly pay period for a full-time employee. Exempt employees are not eligible to receive overtime.
To be considered for any of the current vacancies available at the University of Maryland College Park you must apply online. Nonexempt positions require applicants to complete a general application on line. The required documents for Exempt and Faculty vacancies can vary from position to position typically requiring a resume or cv, cover letter, and a listing of references. You must apply to each individual position that you wish to be considered for and only those applicants who apply online through the applicant tracking system will be considered for employment.
The screening process may begin for some positions immediately or once the position closes to determine whether or not you meet the minimum qualifications for the position. If you meet the minimum qualifications, you will be certified to compete for the vacancy. The department/search committee will determine which applicants they wish to interview and will contact you directly.
The Classification Analysts in University Human Resources decide which job titles are appropriate for each job. This decision is based on all information contained within the Position Description Form. The information in that form, coupled with conversations with the supervisor of the position help the analyst to make this determination. For exempt positions, the analyst also establishes the appropriate range of pay based on market data.
I don’t think I am properly classified. How can I get my job reviewed? I think I should be at a higher grade.
If you think that you are not appropriately classified, you should bring the matter to the attention of your immediate supervisor. Using your old position description, begin the process by completing a new position description which will be entered into the university’s online Human Resources System in your unit. Be sure to clearly emphasize the changes you believe have occurred in the position. After your supervisor has completed his/her review of the position description form (PDF), it should be submitted electronically to the Department Head, Dean, or Designee for routing to University Human Resources. A University Human Resources Classification Specialist will review the PDF and determine whether the position is appropriately classified.
I-9 & E-Verify (25)
In 1986 – Congress passed the Immigration Reform and Control Act (IRCA). To comply with this regulation employees must complete a Form I-9. The Form I-9 verifies the identity and employment eligibility of individuals hired for employment in the United States after November 6, 1986. All U.S. employers must ensure proper completion of Form I-9 for each individual they hire for employment in the United States.
E-Verify compares the information on the I-9 form to records available within the U.S. Department of Homeland Security and Social Security Administration. This electronic verification confirms the employee’s identity as well as the person’s eligibility to work in the United States. On November 14, 2008, the Civilian Agency Acquisition Council and the Defense Acquisition Regulations Council issued a final rule amending the Federal Acquisition Regulation (FAR). The regulation requires contractors with a federal contract that contains a FAR E-Verify clause (FAR 52.222-54) to use E-Verify.
- Reduces unauthorized employment
- Improves the accuracy of wage and tax reporting
- The system includes data to confirm the citizenship status of naturalized U.S. citizens
- The system includes a Photo Screening Tool to detect identify theft
No form I-9 is required if no remuneration of any kind is received in exchange for their services or labor.
Information Services (5)
To request campus mailing labels you must complete a Mailing Label Request Form.
In order to be added or removed from the 3Ds (Deans, Directors, and Department Chairs) distribution list, please complete the 3D’s Request Form
If corrections to your directory information need to be made, simply follow these steps:
- Log in to ARES using your Directory Id and Password combination.
- Click on the Payroll and Human Resources link and then click the Display/Update Personal Data link.
- Make any changes to your information and click the Update button.
Please note that it may take up to a week before the corrected information is reflected in the on-line directory. If you need to make changes to your information, which are not available to you via the ARES screen, you must contact the PHR Creator within your department to make these changes directly in the PHR system.
To register for PHR Data Warehouse Training, please complete the Registration Form.
Job Applicant FAQ (7)
Begin the application process at ejobs.umd.edu by either of two ways:
- Click on Apply to this job at the top of a specific job posting. You will be guided through the application process.
- Click on Create Account from the Home Page. You will be guided through the application process and be able to search postings and click on Apply to this job at the top of a specific job posting.
Go to the login screen and click I forgot my user name / password. You will be prompted for your username and asked to answer the security questions you answered when setting up your job application account.
Go to the login screen and click I forgot my user name / password. You will be prompted for your email address used to setup your account.
Once an application has been submitted, it can not be edited.
Your application materials will stay on file indefinitely.
Primary Areas of Service (9)
Assists departmental administrators and employees in understanding and applying various Board of Regents and UMCP human resources policies and procedures in the areas of wage and salary administration, leave and timekeeping, performance management, discipline, layoff and other employee relations issues.
Represents management in collective bargaining negotiations with bargaining representatives for covered exempt, nonexempt and sworn police officers, and interprets resulting Memoranda of Understanding (MOUs). Trains management on collective bargaining issues such as familiarizing management with MOU provisions and representation rights. Negotiates side agreements, when necessary, with bargaining unit representatives.
Related Resources: MOU Archive
Assists management in investigating and evaluating employee conduct for potential discipline. Provides assistance in determining what, if any, discipline may be appropriate and in creating necessary documents. Provides guidance on union employee right to representation during investigations.
Assists employees and management in applying the provisions of the University’s Family and Medical Leave policy. Interfaces, as necessary, with employees and health care providers to ensure proper application of the policy. Assists in creation of notification letters to employees regarding rights and obligations.
Schedules medical evaluations with qualified health care provider where there are questions regarding whether an employee is fit to perform the duties of his/her job because of existing health issues. Assists in preparing the documents needed to maximize medical reviews. Helps departments understand the information received after the consultation, ensuring appropriate confidentiality, and assists in the implementation of recommendations of the evaluating health care provider (if any). Assists in acute alcohol or drug situations.
Staff Relations (6)
Rules may originate from a number of sources. There are numerous Board of Regents (or “BOR”) policies applicable to all staff employees, as well as UMCP Policies and Procedures. There may also be departmental or even work group rules specific to where you work. If you are a bargaining unit employee, the applicable Memorandum of Understanding (exempt, nonexempt or Sworn Police) provides additional information.
The determination of inclusion or exclusion into one of the three campus bargaining units is made on a position-by-position basis as determined the duties of the individual job; this means that two employees sharing the same title may have different bargaining unit status. Your supervisor can tell you if your position is included in or excluded from a bargaining unit by viewing your appointment detail screen in PHR.
Each new regular employee, exempt or nonexempt, serves a trial period of employment designed to allow the university to determine if the employee has the necessary attributes and competencies to perform the essential duties of his/her position. Nonexempt regular employees new to the university generally serve an “original” probationary period of six (6) months. Exempt employees new to the university generally serve a probationary period of one (1) year. There are also different probationary periods that may apply as an employee moves to other jobs within the university.
Yes. The University has a formal process open to all Regular employees. Regular employees who are seeking resolutions to workplace matters such as discipline or the application of rules or procedures over which management has control may use the grievance procedure. (Please see links to BOR Policy VII 8.00 – Policy On Grievances for Nonexempt and Exempt Staff Employees)
The core business hours of the university are from 8:30 a.m. to 4:30 p.m., Monday through Friday. However, individual departments determine the specific work hours and reporting requirements of those work groups, and such hours may vary according to the business needs of the organization and the assigned duties of the individual position.