1.07 Special Duty/Iterim Assignment and Reassignment

Origination date: 10/1/93
Revised: 1/1/2000
Applicability: Academic Professionals, Administrators, Classified Staff, Service Professionals


The purpose of this policy is to establish conditions related to special duty assignments,
interim assignments, and reassignments.

Special Duty Assignment

A department head may appoint a qualified regular employee (excluding non-regular employees, such as probationary and temporary, or student employees) in good standing and not currently involved in any disciplinary processes to a special duty assignment. This should include a confirmation that the employee meets the minimum qualifications for the position and take into consideration the university's commitment to a culturally diverse environment.

A special duty assignment may be used for a vacant position; however, a department head may also specially assign a regular employee to a different classification using the employee's current/existing position.

The appointment is subject to the review and concurrence of the Human Resources Department for
appropriate classification, minimum qualifications, salary, etc.

The following conditions apply:

  • The employee's special duty assignment does not, in any way, guarantee the special duty assignment position to the employee on a regular basis.
  • The special duty assignment does not confer any explicit preference to the employee in competing for the position, if and when a regular opening occurs.
  • A special duty assignment must last a minimum of 30 days, but no more than one year.
  • An employee on special duty assignment does not serve a probationary period, but may be returned to his/her regular assignment at any time.
  • A classified staff employee who has been specially assigned to a service professional position is not eligible for service professional benefit options.

Rates of Pay for Employees on Special Duty Assignment

An employee who is approved for special duty assignment may receive a salary increase to an approved rate, appropriate for the classification of the assigned position.

When a special duty assignment has been completed, the regular employee returns to his/her former position, pay grade and salary rate. The employee should receive any salary increase for which he/she became eligible and was recommended during the assignment, plus any other salary adjustment which may have been granted to all employees in that classification.

Interim Assignment/Appointment

Service professional, academic professional and administrative staff may be asked to serve in an interim appointment capacity. This is most commonly used to continue operations when a critical-position vacancy occurs. Interim assignments and related conditions (salary, title, length of appointment, conditions of appointment, etc.) are subject to the approval of the president, provost, associate provost, vice provost or vice president, as appropriate.


The university reserves the right to reassign employees and/or one, more or all of the duties it assigns to employees if deemed necessary for efficient operations or improved use of resources, if it is in the best interest of the employee and/or the department or if it is based on other organizational needs.