On-Call employees are employed on an intermittent basis to work special events and peak work periods, to fill in for an absent employee, or in other occasional circumstances. Hours worked are typically irregular and non-repetitive in nature.
When hiring an on-call employee, hiring officials and supervisors need to calculate the “true” Full-Time Equivalency (FTE) that the employee is working. In the event that the employee is actually working sporadic and unpredictable hours, then the default FTE will be .125.
Departments should use the following table as a guide:
| FTE | Hours Worked Per Week |
|---|---|
| .125 | 5 |
| .25 | 10 |
| .335 | 15 |
| .5 | 20 |
| .625 | 25 |
| .75 | 30 |
| .875 | 35 |
| 1.0 | 40 |
Temporary employees are hired to fill a specific departmental need for pre-defined period of time, typically not to exceed twelve months. Hours of work may be either full-time or part-time, but are established and repetitive in nature throughout the period of employment.
Access information regarding benefits eligibility for on-call and temporary staff through the HR Benefits webpage. Additionally, see University Administrative Policy 3600: Eligibility for Employee, Retiree, and Dependent Benefits Plans.
On-call and temporary employees who are active at the time of the annual mass salary update may, at the discretion of the department, receive an hourly pay increase at that time provided that the increase is within the established Mass Salary Update (MSU) guidelines.
In cases where an on-call position is highly specialized and difficult to fill, a department may request to utilize an Internal Equity Adjustment, as outlined in Section 3.1 of UAP 3500: Wage and Salary Administration. Refer to Internal Equity Adjustment Guidelines for more information.
