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OPS Guidelines:

Definition: Other Personnel Services (OPS) defines temporary employment with no guarantee of continued employment. These positions do not provide the full benefits that are provided with a budgeted line position.

Purpose: OPS employment is used solely for accomplishing temporary or intermittent work such as, short-term tasks, peak-load or seasonal assignments, project-based assignments, special events, and the replacement of an incumbent on Medical/FMLA defined leave. OPS employees do not fill established positions and may not be assigned the duties of any vacant budgeted line position.

Classification: Generally, OPS positions are classified as FLSA non-exempt positions. These positions are paid on an hourly basis. Non-exempt employees are entitled to overtime pay for actual work time in excess of 40 hours per week in accordance with the Fair Labor Standards Act (FLSA). Requests to classify OPS positions as exempt from FLSA requirements shall be made to the Human Resources and will be analyzed on a case-by-case basis.

Eligibility: All OPS employees must successfully complete a background screening as a condition of employment at ³ÉÈËAVÊÓƵ. Currently enrolled ³ÉÈËAVÊÓƵ students are NOT eligible to work an OPS position. In general, OPS employees are not eligible for any form of paid leave, paid holidays, a paid personal day, participation in state group insurance or retirement benefits, or any other state employee benefit. However, if the OPS employee has worked or is reasonably expected to work at least 30 or more hours per week during their employment, they may be eligible to participate in the state group insurance program. Contact Human Resources Benefits for benefit eligibility verification and visit the OPS Benefit Eligibility webpage for more information.

Funding: OPS positions are not funded in the same manner as regular positions. Hiring officials should note that OPS employees may be eligible for health insurance benefits if working in a full-time capacity. Hiring departments may be responsible for funding the employer portion of such benefits.

Duration: OPS employees are required to have an end date of no later than one year from their hire date. Departments will need to submit reemployment EPAFs for any OPS employee who will continue working in the position set to end. In the event an OPS employee ceases work prior to the submitted position end date or separates from the University, a termination PAF should be routed for signature and submitted to Human Resources so that the job and employee records can be ended in the Banner system. 

Audit: As per Florida Statute 110.131, Other-personal-services employment, department heads are required to reevaluate the OPS position annually (by June 30th) to review and determine the continued necessity of each OPS position, both part-time and full-time positions. If the workforce need is still present, the OPS position should be evaluated for departmental need of a line-item or time-limited position. If the OPS position no longer meets the purpose(s) described above, the department must submit a PAF to terminate the employee.

Notice: Additional steps are required prior to recruiting for and/or hiring an OPS employee into a research or research-related position. Please visit the Foreign Influence Review webpage for guidance.