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.  Types of interim assignments are as follows:

1. 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.
   1. Minimum interim term is one month.  Maximum interim term is six months unless the job is above grade 114 or designated “hard to fill”.
   2. 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.
   3. Interim pay amount is subject to the pay guidelines below.
   4. Any desired action that falls outside these guidelines must have prior approval from Provost or appropriate VP.



2. Temporary Duties/Special Project:  An employee is asked to temporarily take on duties outside the normal scope of work in fulfillment of a special project.
   1. Duties must be outlined in offer letter to employee.
   2. Maximum term of the assignment shall be no longer than one year.
   3. Interim pay amount is subject to the pay guidelines below.
   4. Any desired action that falls outside these guidelines must have prior approval from Provost or appropriate VP.



3. Other:  All other requests for interim assignment must have prior approval from Provost or appropriate VP, specifying duties, pay, and length of interim assignment.

Interim Pay Guidelines

General Considerations for Interim Increases

1. If employee is still performing duties of primary assignment, interim pay should be at or near 70% of market and no more than 80%.



2. If employee no longer performs original assignment and serves solely in new capacity, salary can be 85%-90% of market.



3. Interim increase should be no more than 15% of original salary except under exceptional circumstances.  In all cases interim pay will be capped at 20% of original base salary.



4. Employee's interim pay should not be greater than pay rate of previous incumbent except under exceptional circumstances.

Interim Assignment Time Period