UNIVERSITY OF PITTSBURGH POLICY 07-03-04
SECTION: Employment Status
SUBJECT: Nine-Month and Ten-Month Full-Time Staff Status
EFFECTIVE DATE: June 30, 1995 Revised
This policy establishes at-will employment opportunities for nine-month and ten-month full-
time regular staff status (with a continuous two-month or three-month period of non-
employment any time during July 1 through June 30) and includes conditions of
employment and eligibility for benefits. Except as otherwise stated, all personnel policies
and procedures issued by the University are applicable to nine-month and ten-month full-
time staff status.
Voluntary - Current Employees
For current staff employees on a 12-month status, conversion to nine-month or ten-month
status is voluntary. The definition of "voluntary" in this context will be that the conversion
will be initiated by the affected employee and be agreed upon by the employee and the
responsibility center head. If there is a disagreement, the responsibility center head will
base the decision on the operational needs of the unit. At the discretion of the
responsibility center head, all positions may be determined to be 12-month positions. In
the event that the responsibility center head or the employee wishes to revert the nine-
month or ten-month position back to 12-month status, this conversion must be mutually
agreed upon by both parties.
New Positions/Replacement Positions
For employees hired to fill new or replacement positions, terms of employment status will
be defined in the job description.
Compensation for employees on nine-month or ten-month status is based on a 12-month
annualized rate and is payable in 12 equal payments. The monthly rate is determined by
dividing by 12 the annual salary that would be offered if the position were on a 12-month
status and multiplying by nine or ten. The nine-month or ten-month status salary will
become effective July 1.
Example: $25,000/12 = $2,083.33
$ 2,083.33 x 9 = $18,749.97 (nine-month salary)
$25,000/12 = $2,083.33
$ 2,083.33 x 10 = $20,833.33 (ten-month salary)
Vacation, Personal Days, Holidays, and Sick Time
Employees on nine-month or ten-month status accrue vacation based on length of service,
prorated as follows:
Years of Service Nine-Month Status Ten-Month Status
Up to Five Years 10 days x .75 = 7.5 days 10 days x .83 = 8.3 days
Six Years to Ten Years 15 days x .75 = 11.25 days 15 days x .83 = 12.5 days
Over Ten Years 20 days x .75 = 15 days 20 days x .83 = 16.6 days
Earned vacation days must be taken during the nine-month or ten-month assignment;
earned vacation may not be carried over. Employees on nine-month or ten-month status
receive two personal days which also must be taken during the employment period.
Vacation and personal days are not payable as a cash benefit. Employees receive pay
for all University paid holidays and recesses that occur within the employment period.
Holidays that occur outside of these time frames are not reimbursed.
Sick time is accrued at the rate of one sick day per each month worked. The maximum sick
time accumulation that can be carried over from one employment period to the next is 120
Health Care and Optional Group Term Life Insurance
Employees on nine-month or ten-month status are eligible to participate in health care and
optional insurance programs offered by the University. There is no pro-rated reduction.
Both the University and the employee contribute to these programs over the 12-month pay
Other Insurance Coverage
Employees on nine-month or ten-month status are included in certain insurance programs
during their period of employment, the cost of which is paid entirely by the University.
These include Liability, Travel Accident, and Workers' Compensation. Employees are not
covered under these insurance programs during the period of non-employment.
Unemployment Compensation, Long-Term Disability, and Retirement Contributions
Based on reasonable expectation of return to work, employees on nine-month or ten-
month status are not eligible for unemployment compensation during the period of non-
In the event of disability, long-term disability benefits are payable the first month following
six months of continuous disability.
The University makes contributions to the employee's retirement program over the
12-month pay cycle.
Employees on nine-month or ten-month status are eligible for employee, spouse, and
dependent scholarships for all academic terms under the same terms and conditions of
those employees on 12-month status.
ID Cards and Services
ID Cards for employees on nine-month or ten-month status are valid during the period of
Provisional periods of employment associated with nine-month or ten-month status are
six months for professional positions and three months for non-professional or clerical/
secretarial and technical positions. Depending on the date of hire, completion of the
provisional period may carry over from one status period to another. Provisional periods
cannot be credited during period of non-employment.
Salary increases for employees on nine-month or ten-month status coincide with the
beginning of the academic year; employees are eligible for a salary review on September 1
following completion of the provisional period. Employees on nine-month or ten-month
status are eligible for the same annual rate of increase as employees on 12-month status.
Employees on nine-month or ten-month status are evaluated annually on the same
schedule as other classified staff positions.
Period of Non-Employment
If an employee on a nine-month or ten-month status is requested to work during the period
of non-employment to complete a project, the employee will be reimbursed at the hourly
rate calculated by dividing the annualized salary by 1,950 standard hours (for example:
$25,000/1,950 hours = $12.82 hour). Vacation days and sick time are not accrued during
During the period of non-employment, if an employee on nine-month or ten-month status
wishes to pursue a temporary assignment at the University, this must be done through the
Temporary Employment Pool. These temporary assignments must be outside of the
department in which the employee holds nine-month or ten-month status and will be at an
hourly rate determined by the assignment.