Overview of Interim Assignments
A temporary, acting,
interim, or similar
assignment may be made to
perform all or part of the
duties of a higher-graded
vacant position, or to
perform specific, temporary
duties that are not expected
to be of a permanent nature.
Any such assignment will be
designated an “interim
assignment.”
Per MAPP 02.01.01.V.9, a temporary pay increase may be granted to an employee for additional responsibilities on an interim basis.
Interim assignments are adjustments to an employee's base salary and are not considered additional compensation.
Interim assignments and the amount of the temporary salary adjustment must be approved in advance of any discussions or written communication with the employee.
Interim Assignment Time Period
Interim assignments may not exceed a period of 6 months unless the job is above grade 114 or designated "hard to fill" by Human Resources.
If the period of the assignment will cross fiscal years, it must be ended on August 31 and a new ePAR created to begin the assignment again on September 1.
Types of Interim Assignments
-
Vacancy:
An employee is asked to temporarily assume the duties of a higher graded position that has fallen vacant or whose incumbent is on leave.
Minimum interim term is one month. Maximum interim term is six months unless the job is above grade 114 or designated "hard to fill".
If the interim assignment is to cover a vacancy, the vacant position must be posted within two weeks of incumbent's separation from the university unless the job has been submitted to Human Resources for review and revision.
Minimum interim term
is one month.
Maximum interim term
is six months unless
the job is above
grade 114 or
designated “hard to
fill”.
If the interim
assignment is to
cover a vacancy, the
vacant position must
be posted within two
weeks of incumbent’s
separation from the
university unless
the job has been
submitted to Human
Resources for review
and revision.
-
Temporary Reassignment:
An employee is asked to
temporarily take on
duties outside the
normal scope of work.
Duties must be outlined
in offer letter to
employee.
Maximum term of the
assignment shall be no
longer than six months.
-
Other:
All other requests for
interim assignment must
have prior approval from
Provost or appropriate
VP, specifying duties,
pay, and length of
interim assignment.
Recommended Interim Pay Increase Amount
|
Increase
for Vacant Title of
|
Standard Percentage
of Salary
|
Suggeseted Range
|
Per Month or Hour
|
|
Director |
8% |
$750 - $1000 |
Month |
|
Manager |
7%
|
$500 - $750 |
Month |
|
Assistant Manager
|
6% |
$250 - $500 |
month |
|
Team Lead/ Professional |
5% |
$150 - $250 |
Month |
|
Clerical/Trades |
4% |
$.40 - $.80 |
Hour |
General Considerations for
Interim Increases
- The external market value of a job can be identified by a compensation analyst. Alternatively, if a market value is not available, compensation will provide the UH average salary.
- If the employee is still performing duties of primary assignment, interim pay should be no more than 70% to 80% of market for the interim job.
- If the employee no longer performs primary assignment and serves solely in the new capacity, salary can be 85% to 90% of market for the interim job.
- Interim increase should be no more than 10% of original salary.
- All interims above 10% of original salary require prior approval from Provost or appropriate VP and Human Resources. In all cases interim pay will be capped at 20% of original base salary.
- Employee's interim pay should not be greater than the pay rate of the previous incumbent except under exceptional circumstances.
Completing the Request for Staff Interim Form
All interims must be approved on the appropriate form in advance of any written communication with the employee and before any work is performed. The Interim Request Form is a request form for approval, not an agreement to provide services.
- Complete all fields in Section I. The first four lines ask for information regarding the employee's primary job.
- Complete all applicable fields in Section II. This section includes calculated fields for the percent increase and the Interim Comp Rate.
- If the interim is to cover a vacancy, provide the specifics about the vacant position.
- Provide a detailed description of the activities to be performed, and specify when the additional activities are to be performed.
- Space is available if additional justification is needed.
- In Section III, obtain signatures of the leaders in the employee's department, including the supervisor, department head, and the college or division administrator.
- The division Vice President, the Vice President's designee, or the AVP for Academic Budgets signs on behalf of the Vice President.
- The VP or designee forwards the form to Compensation for Human Resources approval.
- HR returns the fully approved form to the email address at the top of the form. This is approval for the Interim.
- The department communicates approval to the employee by formal interim offer letter and authorizes services to begin.
- The department uploads the approved form into a Job Change ePAR to adjust the base Comp Rate to the Interim Rate.
- After the ePAR is approved, the department creates a second ePAR to return the employee to their regular Comp Rate. No attachments are necessary for the second ePAR. Include the first ePAR number in the comments section.
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