GCCCD
REQUEST FOR OUT-OF-CLASSIFICATION PAY/INTERIM ASSIGNMENT
All approvals must be obtained and email notification received from Human Resources prior to start of assignment.
Employee / Current Position Title / Classification/RangeEmployee is performing duties in the following category: Out of Class*(3 month increments)☐Interim**☐
Out-of-Class/Interim Position Title / Classification/Range / Position #Date position placed on the Status of Approved Recruitments list
Resume attached ☐
Reason/Justification:
Describe in detail
Effective Date: / End Date:
*Renewable in three (3) month increments. Paid at the step of the higher classification, which is at least five percent (5%) greater than the employee’s monthly base salary.
Original start date of out-of-class/interim appointment:Charge pay adjustment to key code: / Object:
Approvals:
Current Supervisor / DateHiring Supervisor / Date
Dean/Director/Manager / Date
Vice President / Date
President/ViceChancellor / Date
Business Office / Date
Vice Chancellor, Human Resources / Date
HR/PAYROLL USE ONLY
Original Date of appointment to this temporary position/assignment:
Current Pos# / FTE: / MONTHS:
OOC/Interim Pos# / FTE: / MONTHS:
Rate of Pay / Current / Plus 5% / Out of Class / Diff.
Monthly
Hourly
Overtime
GCCCD
REQUEST FOR OUT OF CLASSIFICATION PAY/INTERIM ASSIGNMENT
- BP 7233/AP 7233
- All approvals must be obtained and email notification received from Human Resources prior to start of assignment.
- Out-of-Classification Work Criteria, Titles and Compensation*
- Generally, out-of-class work requires a contract employee to work at a higher or different classification. Out of class assignments are appropriate for vacancies due to an approved district leave or for open positions; not for vacancies to cover vacation, compensatory time off or training.
- Employee is required to perform substantial amount (51%) of duties inconsistent with current position, and the out-of-class work is assigned for more than five (5) consecutive days in a fifteen (15) calendar day period.
- Employee is required to meet the minimum qualifications for the position. Please attach a resume or brief statement addressing education and experience as it relates to this position.
- Internal candidates must have their supervisors’ approval prior to applying for the assignment.
- Probationary employees may not work in an out-of-class capacity without VCHR approval.
- Renewable in three (3) month increments. Pay is according to bargaining unit contract/agreement language.
- Use object code 1245, 2115, 2125, 2135, 2145, 2215 or 2225 depending on position.
- It is the Supervisor/Manager’s responsibility to submit an extension prior to the end of the three month term if assignment is to be renewed. Non-receipt of extension willbe interpreted by HR to mean the out-of-class assignment has ended; employee will be returned to regular position/classification.
- Interim Position**
Interim positions may be filled with either contract employees or external candidates to supervisory, confidential or administrative positions. In order for a contract employee or external candidate to be placed in an interim position, the following criteria must be met:
- Position must appear on the “Status of Approved Recruitments- Recruitments in Progress Report.”
- Placement in the position the minimum amount of time necessary to recruit for the position,up to a maximum of two years. After one year, continuation of the assignment must be approved by Chancellors Cabinet.
- Employee/Candidate is required to meet the minimum qualifications for the position. Please attach a resume.
- Internal candidates must have their supervisors’ approval prior to applying for the assignment.
- Probationary employees may not work in an Interim capacity without VCHR approval.
- A contract employee or an external candidate must possess the minimum qualifications.
- Title V, section 53021, until vacant administrator position is filled, up to a maximum of two years. No appointment or series of appointments may exceed a period of two years. There are no provisions for extensions. After two years, the interim appointment must be terminated.
- Does not include vacancy replacement by external candidate toa position in the CSEA classified service. CA. Ed. Code 88003; CSEA Agreement, Article 2. See BP/AP 7236, “Substitute and Short-Term Non-Exempt Classified Staff.”
- Interim assignments are not for training purposes, employee vacations or other short term absences of less than 30 days.
- Charge to regular contract position salary object code.
Distribution: Personnel file (original); Email copies: Payroll, Dept. Mgr, Employee, Bargaining Unit(s), District Business Services, Site Bus Office
Rev. ab-cc-kw 8/2017