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Temporary Assignments/Interim Appointments

From time to time, it may be necessary for staff and administrators to take on additional or different responsibilities of a temporary nature. While all employees are expected to fill in for vacations and other short-term absences from time to time, in some circumstances additional compensation may be warranted. A department supervisor initiating a Temporary Assignment or Interim Appointment in his/her area of responsibility must submit a written proposal to the appropriate Vice President, presenting the reason for the assignment/appointment, the expected duration, resources required, the method for evaluating successful performance, and the criteria for selecting the employee.

A Temporary Assignment is when an individual is assigned (in writing) additional duties on a temporary basis in the absence of another employee at the College through a one-time payment.  Higher volume of work is not included. This additional work must continue for 30 or more days and must be a significant, clearly defined addition of responsibilities to the normal workload (higher volume of work is excluded from this definition).

During this period, the individual may be eligible to receive additional compensation ranging from 3 - 10% of the employee’s current base salary or hourly rate. The amount to be received will depend upon the duration of the Temporary Assignment, the degree of complexity and/or importance of the additional work, and the level of performance.

An Interim Appointment is when an individual is appointed (in writing) to a different position (either in the same or in a higher band) on a temporary basis where there is a vacancy expected to last for an extended period of time. The individual will be held accountable for the scope of the interim role that is identified by his/her supervisor at the time of the Interim Appointment. Potential compensation is as follows:

  • Interim Appointment to a position in the same pay band – Since the interim position has the same salary potential as the individual’s own position, base salary for the individual will not change, although he/she may be eligible for a one-time cash payment, depending upon the duration of the Interim Appointment, the degree of complexity and/or importance of the additional work, and the level of performance demonstrated. Human Resources and divisional leadership will evaluate these situations on a case by case basis to determine if any cash payment is necessary and appropriate.
  • Interim Appointment to a position in a higher pay band – Since the interim position has a higher base salary potential than the individual’s own position, an individual taking on such an appointment may be eligible for a temporary increase in base salary, determined under the College’s promotional guidelines as if the individual were being promoted to this position, and remaining in effect until the Interim Appointment is completed. Upon returning to his/her position, the employee will receive the salary rate he/she had been earning prior to the Interim Appointment, adjusted for any intervening salary increases (annual increases, increases due to market or internal equity, etc.). Human Resources and divisional leadership will evaluate these situations on a case by case basis to determine if any salary adjustments are necessary and appropriate.