To establish an appointed position, you must be able to answer "yes" to the following questions:

• Is the position needed for at least nine months in a 12-month period?
• Is the position needed at least 20 hours a week (50% FTE)?
• Are funds available?
• Have the duties been described and classified?
• Have the approvals for establishing the position been given?

Whenever a position which meets this criteria is not created because of a lack of funds and/or lack of campus approval, the position will be identified, and AFSCME, Local 1477 will be notified.

How to establish an appointed position

1. Complete the Job Analysis Questionnaire and an Essential Job Functions Form. These must be on file with Human Resources Administration before listing the job internally or externally.
2. Obtain departmental approval for establishing the new position using campus procedures.
3. Human Resources Administration will assign a classification level. Policy 2.4, Position Classification, explains the guidelines for completing this step.
4. Contact Human Resources Administration to post the position. Provide an alternate format of the position announcement if an individual with a disability requests one.

Guidelines for employing persons on an hourly basis

Departments may employ persons on an hourly basis under the following conditions:

• The need for the position is temporary (less than nine months), no matter if the position is full time or part time.
• The need for services or the availability of a full-time or part-time person is irregular, intermittent, or subject to work on an as-needed basis because the department cannot predict its demands.
• The department must follow appropriate employment and pay policies and procedures, have budgetary approval of available funds, and establish the rates of pay.
• All cases where a person is to be employed for less than half time.
• The hourly rate should be at the corresponding published hourly rate as indicated on the salary schedule for appointed employees. Pay rates below the minimum wage will not be paid.

How to establish an appointed position for an hourly employee

If continuous and regular employment would justify an appointed staff position, a department head or account manager is responsible for implementing the following procedure.

1. Inspect the hourly employment rolls at least quarterly.
2. Explore answers to the following two questions. To establish an appointed position for an hourly employee, you must be able to answer "yes" to both questions:
   • Do you expect a need for the employee to work for at least nine of the next 12 months?
   • Has the hourly employee been employed full time and continuously in the occupational unit for nine months prior to the inspection? (Note accepted absences described below.)
3. Establish the position using Procedure 2.5, How to establish an appointed position, on the previous page.
4. Advertise the position or request a waiver from Human Resources Administration. If a waiver is granted, make the appointment effective the first day of the next pay period. (See Policy 2.6, Posting and Advertising a Position.)

Accepted absences in meeting the continuous service requirement

• If an employee was scheduled to work during a nine-month period and was not able to work because of valid reasons, the university still considers the person to be employed full time on a regular and continuous basis. Examples of valid reasons for absence include, but are not limited to, the following events: illness, death in the immediate family, departmental or campus closures, jury duty, on-the-job injuries, and National Guard training.
• If an employee was sick during a nine-month period, it does not count as a break, provided that the sick time did not exceed the amount of time the employee would have accrued and used if he or she had been on appointment.
• If an employee was off work on a holiday, it does not count as a break

Numerical Index

Alphabetical Index