Revised: Not Applicable
Georgia Health Sciences University may assign additional duties to its existing employees on a temporary basis and make interim and acting appointments when circumstances warrant such appointments. Under this policy, an employee assuming additional duties or an interim or acting appointment may be eligible for a temporary salary increase during the period of the additional assignment or appointment. Temporary increases to salary are not automatic; rather they will depend on the individual circumstances and may be made at the discretion of management in consultation with Human Resources, subject to the availability of funding.
Reason For Policy
This policy establishes the authority for Georgia Health Sciences University to assign additional duties to its employees on a temporary basis and to make interim and acting appointments when circumstances warrant such appointments. This policy ensures consistency in organizational and compensation practices among departments of the University while affording the appropriate level of flexibility needed by the University leadership.
Entities Affected By This Policy
This policy affects all employees at Georgia Health Sciences University.
Who Should Read This Policy
All faculty, staff, and administrators at Georgia Health Sciences University should be aware of this policy. The Human Resources leadership and staff, and persons in senior leadership and management level positions who are involved in decisions regarding additional assignments, and interim and acting appointments must know and understand this policy.
|Susan Norton, AVP, Human Resources||706-721-3777||SNORTON@georgiahealth.edu|
Acting Title: An “acting” title is used when an administration is absent or reassigned for a short period of time (usually three months or less). The absent administrator retains the responsibility of his/her position but delegates the authority to the “acting” administrator.
Interim Title: An “interim” title is used when an administrator resigns and a replacement is sought or if an administrator is absent for a longer period of time (usually exceeding three months). The “interim” administrator has both the authority and responsibility of the office.
Additional assignments, or interim or acting appointments as described in this policy shall normally be for no less than one month but not more than twelve months and shall occur when the responsibilities being undertaken by the employee are those of another position that is vacant or because of temporary sufficient change in the duties and responsibilities of a filled position.
Individuals at the management level of Director and Department Chair/Administrator and higher shall have the authority to assign additional duties or make interim or acting appointments.
A temporary pay increase may be made when a significant change in duties and responsibilities occurs through additional assignments, or when interim and acting appointments are made. Such increases may only be made if funding is available. Any pay increase should be consistent with the additional responsibilities assigned and with institutional salary guidelines, and should be approved by the chief human resources officer or designee. If given, the pay increase should generally be at least the minimum of the salary range for the position for which the interim or acting appointment is made or consistent with the general market rate for the position if not assigned to a pay range. Temporary increases due to an additional assignment, interim or acting appointment shall be removed at the conclusion of the temporary assignment and the affected employee’s pay will be returned to the prior level.
- Director or Department Chair/Administrator identifies vacancy that will necessitate redistribution of work or an interim or acting appointment.
- Director or Department Chair/Administrator identifies existing employee who can assume additional duties or interim or acting appointment.
- Director or Department Chair/Administrator submits request to Human Resources to name employee into interim or acting appointment, or additional duties.
- If the Director or Department Chair/Administrator believes that a temporary adjustment to salary is reasonable, he/she shall also include such a recommendation in the request to Human Resources.
- Human Resources reviews the request for the additional, interim or acting assignment and makes a determination.
- Human Resources responds to the requestor.
- If approved, the department submits an ePAR to effect the change(s), including the temporary increase to salary if a salary increase was also requested and approved.
- At the conclusion of the temporary assignment, the department submits an ePAR to remove the assignment and any adjustment to salary.
The responsibilities each party has in connection with this policy, are:
|Director or Department Chair/Administration||Initiates request for additional assignment, or interim or acting appointment, submits to Human Resources|
|Employee||Performs the additional work.|
|Human Resources||Reviews the request and responds to the requestor.|
|Department||Submits ePAR to effect change|