Guidelines for Temporary Appointments
Temporary Appointment - must have a beginning and end dates,
can be either full-time or part-time. They become continuing with all
rights/benefits after more than 3 consecutive calendar years.
Continuing or Temporary Appointment vacancies are posted for
a minimum of seven (7) days.
Temporary Appointment (Posted) - positions with a designated
percentage appointment of 36% or greater and a set term with an expected
duration up to a maximum of one year. (See Article 6, Section
Temporary No Post Appointment - positions on 36% or greater
which do not have a set term and are expected to be six (6) months or
less in duration.(See Article 6, Section 3C).
Extensions: If the position is expected to extend beyond six (6)
months, it must be posted either Temporary Appointment (Posted Position)
or as a Continuing Appointment. The only time these are extended beyond
the original six (6) months is if the person in the original position
as approved continuous leave due to disability, pregnancy leave or
other approved leave of absence.
Supplemental Positions - positions which are hourly positions
with no designated percentage appointment, recognized under (See
Article 2, Section 1). These employees work schedules that are variable,
intermittent, or on-call.
Employees under these positions do not have the same rights as an
employee on a Temporary or Continuing Appointment and may be terminated
at any time. (See
Article 6, Section 3A).
Probationary Period - a department, at their discretion may
count time worked in a Temporary No Post position towards completion
of the probationary period, when the employee moves to a posted temporary
or continuing appointment, which is the same position and classification
with no break in service.
Continuing or Temporary Appointment vacancy must be posted for
at least seven (7) calendar days and state the date at which bargaining
unit consideration ends.
Temporary Posted - positions with a designated percentage appointment
of 36% or greater and a set term with an expected duration of up to
a maximum of three (3) years.
Extension: A Temporary Posted appointment may be extended beyond
1 year without posting where such an extension is a result of a continuing
disability, pregnancy leave, or other approved leave of absence where
the employer expects return of employee holding the position.
Otherwise, if Temporary Posted Appointment is extended beyond one
(1) year, the position must be posted as Temporary Posted Appointment
or as a Continuing Appointment.
Temporary No Post - position of 36% time or greater which do
not have a set term and are expected to be six (6) months or less in
Extension: If a Temporary No Post Appointment is extended beyond
six (6) months (unless the extension is due to continuing disability,
pregnancy leave, or other approved leave of absence where the Employer
expects the return of the employee holding the original appointment),
the position must be posted either as a Temporary Posted Appointment
or as a Continuing Appointment.
All job openings are to be posted internally for seven (7) calendar
Temporary Appointment - if posted and employer later decide
to continue the position beyond the temporary period initially posted,
such job opening must again be posted for seven (7) calendar days.
1. For jobs not posted: The unit enters information directly into HRMS
system. The hiring department carries the sole responsibility for maintaining
appropriate documentation to support the appointment and classification
of these employees.
2. Job Posting/Requisition: A Job Requisition
is to be posted if the department needs to recruit applicants for a
position that lasts more than one year. If a requisition is posted for
a temporary or casual appointment, the hiring department carries the
sole responsibility for maintaining appropriate documentation to support
the appointment and classification of these employees.
AFSCME CLERICAL & TECHNICAL EMPLOYEES
1. Departments may give a one-step increase for every year of work
experience or education specifically related to the position to a maximum
of the mid-point IF this experience or education is over that which
is required in the essential qualifications.
2. Minimum hourly rate, or range: If departments are hiring at a minimum
only, it is okay to list the minimum rate only. If departments want
the person to get benefits, paid holidays, vacation, and sick leave,
they must list a % appointment.
1. There is an equivalent formula for non-represented Civil Service
employees (2% to match the AFSCME step increase).
2. If a department wants to hire above this formula, they should put
their request in writing (email is OK) to MLC, giving justification
for the request.
3. There is a 5-work day minimum-posting requirement.
NUMBER OF PEOPLE TO INTERVIEW TO NUMBER OF APPLICANTS