It is expected that an employee will occasionally perform duties above and below his or her grade or classification with no additional pay or reduction in pay. However, if an employee primarily performs work at a higher level of responsibility over an extended period of time, typically greater than one month, the employee should be appointed to an interim assignment, subject to the following conditions:
- The employee must assume the majority (at least 70%) of the job responsibilities of the higher position
- The employee must meet the minimum qualifications of interim position
- The interim assignment may not exceed 6 months.
A "memorandum of understanding" outlining the interim assignment should be established at the start of the assignment. The memorandum should outline the nature and expected term of the assignment and should make it clear that at the conclusion of the assignment the employee will be returned to his/her original classification.
Upon commencement of an interim assignment, the employee's interim salary must be established at a level not less than the minimum of the new pay grade. If the salary is above minimum, the interim salary should be based on qualifications in relation to the minimum requirements of the new position.
A typical increase for an interim appointment is between 5% and 10% of salary, depending on the nature of the appointment, internal equity considerations, and budget constraints.
An employee who is on an interim assignment at the time of a Mass Salary Update, see Mass Salary Update Increases, may receive an increase as per the general MSU guidelines by using the following procedure:
- Identify the pay rate in place prior to the interim appointment (the "Base Rate")
- Apply the intended MSU percentage to the identified Base Rate to determine a new Base Rate
- Re-apply the original percentage value of the interim increase to the new Base Rate to find the new Interim Rate.
Upon return to normal duties the employee's new Base Rate should reflect the value of the original Base Rate plus the cumulative percentage value of all standard pay increases that have been awarded during the interim assignment.
In cases where duties and responsibilities have been temporarily added to an employee's current position, but not to the extent that an interim assignment is warranted, a temporary in-range adjustment may be awarded within the employee's current classification. The typical increase rate for such an adjustment is 3-7%, but may vary depending on the level and extent of the extra duties assumed, internal equity considerations, and budget constraints. All procedures, constraints, and approval processes are the same as for interim assignments.
For bargaining unit employees please refer to the appropriate union bargaining agreement.