An interim assignment occurs when an employee is temporarily assigned to a vacant supervisor, manager or director level position that requires coverage. In certain situations, additional compensation may be paid to the employee for interim assignments that are anticipated to last three (3) months or more. The assignments must be reviewed and approved by the responsible vice president who then forwards the written endorsement to the director of compensation for review. The following conditions apply to interim assignments:
- Interim assignment at the supervisor, manager or director level.
- There is a significant increase in an individual's level of responsibility. Significant increase is evaluated based on the complexity, scope and strategic value of the additional responsibilities being assumed.
- Non-exempt (hourly) employees who accept an interim assignment will be assigned an interim title and paid on a salaried basis. The base salary will be established taking into consideration experience and qualifications.
- Exempt (salaried) employees who accept an interim assignment may receive additional compensation as lump sum payments. These payments are paid on a quarterly basis and are not added to base pay. Payments are payable the pay period during which the employee completes a full quarter (13 weeks). The amount is the approved percentage of the annual salary divided by four (4). The final payment will be prorated based on the number of weeks the employee served in the interim role. The employee shall receive full week credit for any partial week in the interim role.
- The lump sum amount is usually 10% of the employee's pay when an employee assumes full responsibilities of another job at the same level as the employee’s permanent duties, in addition to their permanent responsibilities.
- The lump sum amount is usually 10% plus 5% per pay grade of the employee's pay when an employee assumes full responsibilities of a job at a higher level than the employee's permanent duties.
- When an employee assumes partial responsibilities of another job at the same or higher level as the employee’s permanent duties, but not the entire job, the director of compensation will assess the increase in responsibilities to determine if additional compensation is appropriate, and if so, determine the percentage with consideration of the usual amounts provided for assuming full responsibility.
- The additional compensation provided for an interim assignment will be evaluated in comparison to the amount an employee would be paid if they assumed the responsibilities on a permanent basis and may be adjusted downward accordingly.
- Generally, additional compensation will not be provided when an employee assumes the responsibilities of a job at a lower level than the employee’s permanent responsibilities. Any exceptions to this practice will be approved by the Chief Human Resources Officer.