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Human Resources

Interim, Acting, Temp Exempt Appointments

Equal employment opportunities will be provided for exempt temporary, acting, and interim positions. Different procedures are utilized to make temporary and acting/interim appointments.

The Exempt Employees Code defines temporary, acting, and interim appointments.

  • A temporary appointment is made to a position created to complete special work projects or tasks of a nonrecurring or intermittent nature. Such positions cease when the work has been completed, normally within 12 months. Temporary positions may be either full-time or part-time.
  • An interim appointment is made to fill a vacant continuing position while a search is completed to fill the vacancy. Such appointments shall normally not exceed 12 months.
  • An acting appointment is made to replace an employee on leave of absence from an exempt position. The appointment shall not exceed the term of the leave of absence of the person being replaced and may be either full-time or part-time.

Temporary appointments:

  • Positions which are at least 50% of full-time and six months in duration will be filled utilizing the standard exempt search process, with the following exceptions:
    • The scope of the search may be limited (e.g., on-campus, in-state or regional recruitment may be appropriate).
    • Time restraints may dictate shorter recruitment periods; and
    • Telephone interviews may be substituted for campus interviews.
  • Positions which are less than 50% of full-time or less than six months in duration may be filled from established "pools" of applicants or through targeted recruitment specific to the position.
    • Applicant pools may be established through a variety of methods (e.g., periodic newspaper advertisements, phone solicitation to colleagues or potential candidates, receipt of unsolicited applications). Departments may use the on-line system to establish applicant "pools."
    • Resumes may be added to the pool at any time.
    • When a position becomes available, appointing authorities (or designees) will screen applications for minimum qualifications and keep records concerning selection decisions.
    • Any proposed advertising should be forwarded to Human Resources for review and approval.

Acting and Interim appointments:

  • Searches will normally be conducted to fill acting and interim positions.
  • Searches for acting and interim positions are generally restricted to current employees. The scope of the search will depend on the scope of the position's area of responsibility (e.g., Dean of the Sciences -- faculty within the College of the Sciences).

The appointing authority will:

  • Contact Human Resources to discuss the vacancy and posting.
  • Publicize the vacancy and accept nominations and/or applications.
  • Screen applications and interview candidates or appoint a search committee to screen applications and participate in the interviews.
  • Maintain records of the process and applicants.
  • Follow instructions, as appropriate, in the Offer section.

Position Offer

  • Employees in temporary, acting, and interim positions MAY be entitled to benefits. Their eligibility is dependent on the nature of their appointments and on whether they are current or past employees or retirees of the state. Questions regarding benefit eligibility should be directed to Human Resources prior to any offer of employment.

Post Offer

The appointing authority will:

  • Notify all candidates interviewed but not selected that they were not selected.
  • Work with Human Resources to initiate the appointment letter.
  • Send appointment letter and, if applicable, a new employee benefits packet (available from Human Resources), and the exempt code.
  • Once the appointment letter has been signed, complete the Personnel Action Form (PAF). [Please note that the signed appointment letter and PAF must be received by Human Resources before the employee begins work.]
  • For individuals who have never worked for CWU or have been separated from service for one year, the appointing authority must collect the following forms and forward them along with the PAF and appointment letters to Human Resources:
    • I-9, W-4, Personal Data Form, Prior Department of Retirement Systems [DRS] Membership Questionnaire.
  • Schedule an appointment with Human Resources for the new employee to sign up for benefits, if applicable.

Please Note: Positions which will be compensated on an hourly basis are not categorized as exempt, faculty or civil service. Such positions are limited to 1050 hours of work in a twelve-month period.

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