HR Connect

Contact Information
Office Hours

8:00 AM to 4:00 PM

HR Connect is Bloomsburg University's customer service center for human resources support.

Requests for human resources information or assistance will be managed through the HR Connect help desk, whether a call, in-person visit or online ticket is submitted. The HR Connect help desk will provide faster and easier access to answers for all faculty and staff in one location.

Use the HR Connect help desk below to enter a support ticket. Watch this Mediasite online training video to explore ways to get HR help.

HR Connect self-service

Find answers on your own in one of three ways:

  • Click on the “ESS” button below for employee self-service, or
  • Use the web page links below for HR information, or
  • Search the HR knowledge base for available solutions by selecting the “Knowledge Base” button within the HR Connect help desk.

Using the Help Desk button below will automatically open an email. Please enter your issue in the body of the email. Once the email has been sent, you will receive an automatic help ticket notification.

If you wish to enter the HR HELP DESK system, please click here. If you're not automatically routed to the Human Resources workspace, click "you are in the Help Desk workspace" to open the drop-down menu and select Human Resources.

                 HELP DESK     ESS

Employee Feedback and Suggestions

Have a great employee experience suggestion or process improvement feedback? Please share with us!

HR Services

Communications and Information

State System Retirement @ Work portal for TSA plans

The State System Retirement @ Work online portal for the Voluntary Individual 403(b) Retirement Plan, also referred to as a Tax Sheltered Annuity (TSA) plan is available online.

The State System Retirement @ Work makes it easier for you to:

  • Enroll in the voluntary TSA plan.
  • Change your TSA contribution amount.
  • Choose your TSA investment provider(s).

Visit the Retirement @ Work website to log in and get started.

PASSHE Resources

Medical Benefits

Life & Disability

Retirement - Group and Voluntary

Flexible Spending

Prospective Retirees

Major Life Events

Paid Time Off


SEAP - PASSHE participates in the Commonwealth's employee assistance program. United Behavioral Health has been chosen as the administrator for this program.

Employees and their family members are eligible to receive up to four free confidential counseling sessions to evaluate concerns and determine the best referral.

Help is available for, but not limited to, many of the following issues:

  • stress
  • job burnout
  • depression
  • work-related problems
  • eating disorders
  • financial or legal concerns
  • anxiety
  • death and dying
  • parent-child conflict
  • relationship problems

Services are available 24 hours a day, seven days a week by calling (800) 692-7459. Each university has designated SEAP coordinators, who also can answer questions about the program. The services provided by SEAP are strictly confidential — PASSHE will not be notified unless you give written consent.

Additional SEAP Information

Performance Management

Performance evaluations are performed during an employee’s probationary period and annually thereafter. Performance evaluation processes and forms are dependent upon the collective bargaining agreement by which your position is classified. Non-Represented managers, while not covered by a collective bargaining agreement, receive performance evaluations annually. Specific employee performance evaluation information may be found within the employee knowledge base. Completed performance evaluations, position accuracy certification documents, and performance improvement plans may be submitted to  

Understanding Position Classification     

These guidelines, which describe the position classification process at Bloomsburg University, were originally developed in 1994. The process of position evaluation has not changed since that time, however, personnel and circumstances have changed. Increased emphasis on the good stewardship of our resources requires that we accurately identify our work. Properly described duties and responsibilities are also requisite to accurate position classification.

The objective of this effort is to promote communication and a better understanding of this important process among administration, staff, and those faculty who work with or supervise staff.

The guidelines are a work in progress. We invite you to work with it. Use this as a general reference about job classification. Direct any comments or ideas for improving this guide to the Classification Manager.

The staff of the Human Resources Office is dedicated to improving services to the University and its employees. Open, two-way communication is vital to achieving this goal. From these common roots first grew the idea for this overview of the classification process. We hope you will find these guidelines a useful reference in your work here at Bloomsburg University.
Overview of Position Classification Process

Bloomsburg University of Pennsylvania, one of the 14 state-owned universities comprising the Pennsylvania State System of Higher Education uses prescribed and formal classification standards to classify all its non-instructional positions. These standards are developed and effected by the Commonwealth of Pennsylvania and the State System in order to appropriately represent all positions that exist within our organizations.

The classification plan consists of orderly groupings and structured formal standards, which represent the many and varied job categories needed to identify all positions in the workplace. Each job category represents one of these groups of positions through a general descriptor called a class. Position classification is the process used to match each position to and place it into the correct class. The intent is to assure that the same title, pay range, qualification requirements, examinations, selection procedures, training programs, performance standards, etc., are applied uniformly to all positions that are substantially similar in tasks, responsibilities, and skills. The results of the position classification process by design, directly impacts recruitment, staff development, retention, and internal and external pay consistency.

Those engaged in administering the position classification program at Bloomsburg University believe administrators and staff at the institution should be provided with an explanation regarding the policies and principles that serve as the basis for the position classification system. The intent of this publication is to provide such statements, as a basis for information, to support future deliberation, and to promote greater understanding. It provides the user with the basics as to how positions are assigned to the proper class and illustrates that proper position classification considers a position's relationship to all other positions in the immediate organization.

Since the responsibilities of any given position may be affected by the dynamics of reorganization and change, it should be understood that the position classification process is designed to respond to change by assessing whether additions or deletions of duties have impacted the proper classification of a position.

The staff of the Bloomsburg University Human Resources Office is available to assist in furthering your understanding of position classification and facilitate guidance in this process, on a request basis. Located on the third floor of the Arts and Administration Building, the office is open weekdays from 8 a.m. to 4:30 p.m.

Issued by the Office of Human Resources and Labor Relations, Bloomsburg University June 1994; Revised February 2002.

Additional Classification Resources and Forms


Protection of Minors on Campus

Background Screenings

University employees and volunteers, including employees or volunteers of an external vendor or a campus group who are engaged to provide services during camps, campus events, rental events, and conferences on the University campus in occupations/assignments must complete background screenings as required by university policy.

Required screenings are:

  • FBI Federal Criminal History Record
  • PA Child Abuse History Clearance
  • PA Request for Criminal Record Check

Employment Screenings

Prospective Bloomsburg University of Pennsylvania employees must complete a series of background screenings as defined by official university policy. For questions related to the necessity and type of background screenings , please contact the Compliance Coordinator at or 570-389-2725.

Camp, Conference, and Volunteer Screenings

Prospective employees or volunteers for camps and conferences held at Bloomsburg University must complete a series of background screenings as defined by official university policy. For questions related to the necessity and type of background screenings required, please contact the appropriate EMS Scheduler.

For general questions regarding the background screening process, contact the Compliance Coordinator at or 570-389-2725.

Mandatory Reporting of Child Abuse

All individuals who are employed by or perform services, including independent contractors and volunteers for the University are defined as mandatory reporters of child abuse in the official university policy. All mandated reporters shall make an immediate report of suspected child abuse to the Department of Human Services (DHS) Childline by calling 1-800-932-0313 if the reporter suspects that a child is a victim of child abuse.

For questions regarding mandatory reporting of Child Abuse, contact Tanya Bombicca at 570-389-4151.

Registry Training and Compliance Guides

Available on the EMS Scheduling webpage.

Protection of Minors Resources

Bloomsburg University is designated as a PRIVATE fingerprint site with the ability to service University employees, applicants, students, and sponsored volunteers. This PRIVATE site is unable to offer services to the public.

Fingerprinting Services

A waiver of tuition to the fourteen PASSHE universities is available to eligible employees and their dependents. Eligibility guidelines and specific benefit administration differs according to the employee’s collective bargaining agreement or non-represented status. Information and request forms are available in the Office of Human Resources and Labor Relations (Arts & Administration Building, Room 320) or by calling 570-389-4415.

There are two form options - online or traditional paper copy.

Tuition Waiver - Online Form

Please download the online form and complete. When ready, email it as an attachment to
Tip: How to create an Adobe Acrobat Digital Signature

Tuition Waiver Electronic

Tuition Waiver Forms - Traditional Paper Copies

Should you wish to use the traditional paper copy, the following may be used. Print out, complete and either mail the original to Human Resources or scan and send as an email attachment to

Tuition Waiver Printable

Check here for the latest employment opportunities.

It's important that employees fully complete an accident form, as soon as possible. The Accident/Injury Report and other required forms can be found in the Workers’ Compensation Packet.

Workers’ Compensation Forms

Family and Medical Leave Act (FMLA)


The FMLA entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage. Eligible employees are entitled to:

Twelve workweeks of leave in a 12-month period for:

  • the birth of a child and to care for the newborn child within one year of birth;
  • the placement with the employee of a child for adoption or foster care and to care for the newly placed child within one year of placement;
  • to care for the employee’s spouse, child, or parent who has a serious health condition;
  • a serious health condition that makes the employee unable to perform the essential functions of his or her job;
  • any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a covered military member on “covered active duty;”
  •   or
  • Twenty-six workweeks of leave during a single 12-month period to care for a covered service member with a serious injury or illness if the eligible employee is the service member’s spouse, son, daughter, parent, or next of kin.

Absence Program

Absence Program – Management Directive M530.7


Contract information


Contract information


Management Directive


Contract information


Contract information


Contract information

Employment verification is available using “The Work Number.” Employees or companies who are authorized by an employee who require employment verification may follow the steps below.

Authorized Verifier Information

1. Provide the authorized verifier with access to The Work Number as follows:


b. 1-800-367-5690 (1-800-424-0253 for TTY if hearing impaired)

2. Provide the PASSHE employer code to the authorized verifier. The PASSHE employer code is 15972.

3. Provide your Social Security Number to the authorized verifier.

4. When required, provide the authorized verifier with a salary key as described below.


Creating a Salary Key

In some cases, an employee may be asked to provide a salary key as consent to the release income. Please follow the steps below to create a salary key.

1. Visit or call 1-800-367-5690 (1-800-424-0253 for TTY if hearing impaired)

a. Enter the PASSHE Employer Code, which is 15972.

b. Enter your Social Security Number.

c. Enter your PIN# (Last four digits of your SSN plus your year of birth).

2. Follow the instructions to create a salary key.

3. Provide the salary key to the person seeking your proof of income, and direct them to the work number steps above to complete the verification process.

Available Resources

Employee and Labor Relations

The Department of Human Resources and Labor Relations provides employee and labor relations for all bargaining units and non-represented employees on campus.

Ethics Commission – Statement of Financial Interest