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/Range

Employee 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 / Date
Hiring 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.
  1. 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.
  1. 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