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Establish a New Casual Hire Position

Use the following steps to establish a new Casual Hire position.

Work with your HR Representative/Fiscal Administrator for general guidance.

  • Casual hires are for BOR-type positions for periods of appointment and conditions of service which do not warrant using regular appointment and payroll procedures.
  • The casual appointment process should not be used to circumvent the student employment, graduate assistant, or regular BOR-type appointment processes.  It is to be used when the lack of temporary services provided by the casual hire appointee would be detrimental to the program.
  • No vacant position count or position number is required.
  • A casual appointment does not carry with it an implicit right or connotation that a subsequent or other appointment will be offered to the individual.

Submit Request for Casual Hire

Work with your HR representative/Fiscal Administrator to:

  1. Obtain authorization from the appointing authority or designee to appoint a casual hire.
  2. Confirm availability of funds.
  3. Provide the following information in the request:
    • Description of duties and responsibilities of work
    • Minimum qualifications and desirable qualifications if applicable
    • Justification and impact on program if the request is not approved
    • Appointment period
      • If half-time equivalent (.50 FTE or more), shall be less than 3 months in duration
      • If less than half-time equivalent, shall not exceed 12 month period
      • More than one casual appointment may be concurrently held by an individual provided: 1) there is no conflict of scheduled time of service; 2) combined appointments do not exceed the limitations above; and 3) total combined work time will not exceed 1.00 FTE
    • Work schedule (may be intermittent work or routine e.g. Monday – Friday)
    • Number of hours of work per week (e.g. 20 hours, 40 hours, not to exceed x hours/week)
    • Type(s) of funding and account code(s)
    • Proposed hourly, fee, or monthly rate of pay
      • Rate of compensation should be nearly as possible, the same as the paid regular employee doing the same or similar work.
      • Appointments for APT-type services shall fall within the APT classification plan.  The APT salary schedule may be used as a guide in determining compensation.
      • Appointments for instructional services may only be made for short term or apprenticeship programs.
      • Lecturers in degree programs appointed on a credit hour basis and on a semester schedule must be given BOR appointments.