WHAT IS AN INTERIM ASSIGNMENT?
An interim assignment is a temporary assignment a current employee takes on which is a different role. An employee is asked to temporarily assume the duties of a higher graded position that has fallen vacant or whose incumbent is on leave. A temporary increase to a staff member’s pay may be provided for taking on an interim assignment; however, it is not required.
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.
HOW LONG CAN AN INTERIM ASSIGNMENT LAST?
Interim assignments may not exceed 6 months. If the position is above grade 114, the interim assignment may be extended for a one-time extension not to exceed 6 additional months.
If the period of the assignment will cross fiscal years, the assignment must end on August 31 and a new ePAR, effective September 1, will need to be submitted to continue the assignment to the already approved end-date (not to exceed the initially approved 6 months).
An employee is asked to temporarily assume the duties of a higher graded position that has fallen vacant or whose incumbent is on leave.
An employee is asked to temporarily take on additional duties in addition to the normal scope of work and is considered additional compensation.
INTERIM PAY INCREASE AMOUNT
|Vacant Title of:
|Standard Percent of Salary
GENERAL CONSIDERATIONS FOR INTERIM INCREASES
- An employee being considered for interim assignment must meet Minimum Qualifications of interim role in order to be considered for assignment.
- Compensation will utilize the UH average salary to assist in determining appropriate/equitable interim salary. Alternatively, if the interim assignment is for a single-incumbent role, the external market value of a job can be identified by a compensation analyst.
- The employee no longer performs the primary assignment and serves solely in the new capacity.
- An interim increase should be no more than 10% of interim employee's current salary.
- All interim increases above 10% of interim employee's current salary require prior approval from Human Resources, and the Provost or appropriate VP.
- In all cases, interim payments will be capped at 20% of interim employee's current base salary.
- Employee's interim pay should not be greater than the pay rate of the previous incumbent except under exceptional circumstances. This requires prior approval from Human Resources.
COMPLETING THE INTERIM ASSIGNMENT REQUEST FORM
SECTION I - EMPLOYEE AND UNIT INFORMATION
SECTION II - DESCRIPTION OF INTERIM ASSIGNMENT
SECTION III - APPROVALS