Temporary Employment: Classified and TNR (Non-regular)

  1. Temporary Employees
  2. Types of Temporary Appointments
  3. Selecting Candidates for Temporary Work
  4. Conditions of Temporary Employment 
  5. Hiring Process
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Temporary Employees

Temporary appointments are a distinct employment type, different from other forms of limited duration work. Before proceeding with requesting to hire a temporary employee, consider whether this is the appropriate position type for your need. Other common pathways for short term work can include pro tempore faculty appointments, interim or limited duration positions, or temporary faculty appointments. 

Temporary appointments go through a formal review and approval process through Human Resources. 

The University also allows units or departments to obtain temporary help through employment agencies. For more information, visit Temporary Employment Agency Guidelines. Individuals hired via a temporary agency would not use the Request to Hire online process. 

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Types of Temporary Appointments

Temporary Classified

Whenever possible, temps should be hired as temp-classified.  Temporary classified employees may be hired to fill emergency, non-recurring, short-term work, including leave replacement or other short-term assignments. The total hours for all such temporary work may not exceed 1040 hours in a twelve-month period. 

Temporary classified employees are appointed into an SEIU classification that best aligns with the duties described, and paid the hourly equivalent of the appropriate step within the pay range. 

Temporary Non-Regular

If the work to be performed does not fit into an existing SEIU classification, the Non-Regular (TNR) designation may be used and an appropriate hourly rate established.  Temporary Non-Regular appointments are not subject to the 1040 hour limit, but circumventing that limit is not an appropriate reason to seek a TNR appointment. Temporary Classified and Temporary Non-Regular appointments are paid on an hourly basis. In rare instances, a lump sum payment may be requested (typically for a 1 day event or performance or for overnight camps). 

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Selecting Candidates for Temporary Work

Temporary appointments do not require a formal search. Hiring units may consider former employees or former student workers for temporary employment, reach out to their networks to seek available workers, or can contact Talent Acquisition to request to review potential applicants available for work from our Temporary Employment Pool. 

Retirees may serve in temporary roles while still maintaining their retirement benefits, with certain limitations. Retirees considering accepting temporary work should carefully review the “Work after Retirement” restrictions on the PERS website.  

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Conditions of Temporary Employment 

For more information on conditions of appointment for temporary employees, please see the Temporary Employment Memo.  

Temporary appointments are subject to the same background check policies as other employment types; units are responsible for requesting background checks in accordance with the guidelines for hiring authorities. Background checks must be successfully completed prior the temporary employee’s start date. 

All employees, including temporary appointees, are also required to complete mandatory Workplace Harassment Prevention training. 

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Hiring Process

  1.  Submit a request to hire form.
    • Units submitting the form are expected to have the approval of their appropriate unit leadership to initiate the temporary hire process.
    • Be prepared to provide a clear description of duties and responsibilities of the role.
    • If the incumbent is known, please be sure to include that information. It is not necessary to identify the person you plan to hire if one has not yet been selected.
  2. Talent Acquisition will review the form for compliance with UO employment policies and practices. You will receive an email notifying you whether your request has been approved or declined. If your request is declined due to insufficient information, you can resubmit it with additional details.
  3. Once the candidate has accepted a contingent offer to serve in your temporary role, the hiring unit initiates the background check, if policy requires. The HR Service Center will order the background check and provide confirmation to the unit when the background check has been successfully completed.
  4. Complete the necessary paperwork
    • Work with your new temp employee to complete the Temporary Hire Payroll Packet and the Temp Memo.
    • Submit a PRF to complete the hire. Submit the PRF via the appropriate HR Document Submission Form for temporary appointments. Please attach a copy of your approval email from Talent Acquisition. The PRF will be reviewed and approved by Payroll.  
    • Follow Payroll’s instructions for appropriate submission of the completed temporary hire packet.
    • After you have submitted the PRF, you can work with payroll to check the status of your new hire.  

Resources:

Temp Memo

Payroll Packet

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