This information is intended to clarify procedures for the use of temporary help and temporary employees, both academic and non-academic, during the hiring pause. 

The rule of thumb is that units may hire, without any further approval, temporary employees who 1) would not become employees of the university; and 2) the position or assignment is for a period of 67 days or fewer. If there will be more than 67 days of work, or if the type of hire is one where the temporary employee would be considered a university employee, the unit must go through the same approval process as has been outlined for other hires.

Hires Who W ould Not be Employees of the University

A. Use of Temporary Agencies to Bring on Personnel

Currently, the University uses agencies such as Adecco for temporary personnel assistance, especially in the clerical and accounting areas. These resources will continue to be available and plans for their continued use should be discussed within the overall staffing plans to be submitted. Individuals from these agencies are not employees of the University so typically we have no employment obligation for any particular period of time.

The use of these agency personnel does not have to be approved for a position that lasts fewer than 67 days. The use of temp agency personnel can be a creative way to accomplish work and does not commit the unit to a long-term obligation.

B. Temporary/Casual Positions

This approach to hiring can apply to non academic staff and P&As. These positions must encompass work that is either less than 67 days in a year or less than 14 hours a week (36% time with no yearly restrictions). The rate of pay is flexible; must be at least the current minimum wage of $6.55 per hour, but should be tied to an existing pay range for staff employees. Because of the nature of these positions, individuals appointed are not considered employees under PELRA; we do not pay benefits; and they are not covered under existing governing documents.

The use of these appointments does not have to be approved for a position that lasts fewer than 67 days. The use of this type of appointment should be discussed in the overall staffing plan. The unit should describe their typical use of this type of appointment strategy and whether it expects to continue their use in the same manner and volume.

Hires Who Would be Employees of the University

A. Temporary No-Post Appointments

These appointments apply to AFSCME Clerical and Technical and Civil Service classifications. They allow a unit to hire an employee, without a posting, who can work more than 67 days and more than 36% time but no more than 6 months for AFSCME or 12 months for Civil Service employees. This employee does not serve a probationary period and has no rights to a continuing position and no layoff rights.

The use of these temporary hires needs to be approved to the same extent as required of other positions, and should be discussed in the overall staffing plan. The unit should describe their typical use of this type of appointment strategy and whether it expects to continue their use in the same manner and volume. Appointment letters should be clear that the appointment may be ended at any time. (Refer to the Template Letter Library in the Manager’s Toolkit for these appointments.)

B. Temporary Posted Appointment (using an existing classification)

These appointments apply to AFSCME Clerical and Technical and Civil Service classifications. They are typically used when a department wishes to hire an individual for a specific period of time at more than 67 days and/or more than 36% time but no more than 1 year for AFSCME clerical or 2 years for Civil Service and AFSCME Technicals. These employees do serve a probationary period and do have layoff list rights (but no bumping or severance rights).

The use of these temporary hires needs to be approved to the same extent as required of other positions. These positions have the potential to become continuing, permanent positions without further posting. Appointment letters should be clear that the appointment may be ended at any time. (Refer to the Template Letter Library in the Manager’s Toolkit for these appointments.)

C. Part-time Academic Appointments

These appointments are typically under 50% and most frequently used for classroom teaching assignments. Individuals are routinely hired through a “blanket posting” procedure that permits the unit to make multiple hires under a single posting.

The use of this type of appointment, whether by individual posting or through the use of the blanket posting method, must be approved by the senior vice president, vice president, or chancellor. The use of part time academic hires should be discussed within the context of the overall staffing plan. The unit should describe their typical use of this type of appointment strategy and whether it expects to continue their use in the same manner and volume.

Please remember that faculty and staff who have retired from the University under the Retirement Incentive Option (RIO) should not be rehired in any capacity for a minimum of 3 months following their retirement date. This includes employment as a temporary agency employee. If rehired, this must be in an appointment of less than 50% time, in a non-benefits eligible position.