Acting/Interim Positions
The principles of affirmative action, equal employment opportunity, and faculty/staff participation apply to acting/interim appointments. All Acting/Interim positions are processed through the applicant tracking system. The following actions should occur prior to offering an acting/interim appointment.
- Contact appropriate administrators and Talent Acquisition (TA) to obtain verbal or written approval to proceed to evaluate internal candidates for an acting/interim assignment.
- Prepare a position description in the applicant tracking system, including duties and qualifications for the acting/interim assignment for review by Compensation and Organization Effectiveness.
- Once you have an approved position description, complete a job requisition in the applicant tracking system for review by your Talent Acquisition partner.
- Distribute the position announcement to all faculty/staff in channels reporting to the vacant position. Ask that nominations and/or statements of interest be submitted by a specific date to ensure consideration. Internal pools may be severely underrepresented in minorities and women. All qualified protected group members should be encouraged to apply.
- Evaluate the information provided by the candidates and faculty/staff in light of the qualifications for the position and affirmative action goals.
- Submit an initial contract and a letter briefly justifying the selection through appropriate administrative channels to Talent Acquisition. State the anticipated time frame for filling the position on a permanent basis. TA partner will review the initial appointment contract and send it to the Provost/Vice President or President, as appropriate, for signature. The contract will be forwarded to the hiring unit to convey to the candidate.
