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(Approved by USM BOR on April 21, 2017; UMGC President on July 1, 2017) 

1. Purpose and Applicability

   This policy establishes the authority of the University of Maryland Global Campus (UMGC) President or designee to temporarily assign duties to existing positions and/or to temporarily reassign Staff employees to those positions. This policy applies to Nonexempt, Exempt and Overseas Staff employees on Regular Status. Nonexempt Staff employees who are included in the representation of the collective bargaining unit are subject to the Memorandum of Understanding (MOU) and applicable UMGC HR Policies; where there is a conflict between the two, the MOU will prevail.

2. Definitions

   1. Temporary Assignment: The action of adding or replacing job duties to an employee's existing position on a temporary basis.

   2. Acting Appointment: The action of appointing an employee to a different position on a temporary basis, where there is a vacancy and/or operational need that is anticipated to exceed 30 consecutive calendar days.

3. Temporary Assignments and Acting Appointments

   1. Based upon operational need or organizational necessity and consistent with the knowledge, skills, and abilities of the employee, the Chief Human Resources Officer (CHRO) or designee may authorize a Temporary Assignment or an Acting Appointment of an employee who meets the position's minimum qualifications. The CHRO or designee may make exceptions to the position's minimum qualifications.

      1. Temporary Assignments

         1. With the CHRO or designee's approval, an employee's supervisor may make Temporary Assignments to an employee's current position.

         2. Temporary Assignments may not result in a change in title or compensation.

      2. Acting Appointments

         1. The CHRO or designee may appoint an employee to an Acting Appointment.

         2. An employee in a Nonexempt position may only be given an Acting Appointment in another Nonexempt position.

         3. Employees appointed to an Acting Appointment for more than 30 days shall receive a temporary title change and a compensation adjustment consistent with the policy on promotional reclassification.

   2. If and when practical, the employee shall be provided with written notice of the Temporary Assignment or Acting Appointment at least five (5) working days prior to the effective date of such change.

4. Duration of Temporary Assignments and Acting Appointments

   1. Temporary Assignments and Acting Appointments should normally not exceed 12 months. Additional extensions may be considered based on operational need of UMGC and exceptions may be granted only by the CHRO or designee.

   2. Position Classification Reviews may be conducted for Temporary Assignments and Acting Appointments that last or are expected to last more than 30 consecutive calendar days.

   3. At the end of a Temporary Assignment or Acting Appointment, an employee shall be returned to the employee's former position with the same salary and status as he/she would have had if he/she had not been temporarily reassigned with the addition of any intervening salary adjustments, which may have occurred, including any increase that would have been made to the employee's regular salary during the Temporary Assignment or Acting Appointment period.

5. Determination of Salary for Acting Appointments
   Determination of salary for Acting Appointments shall be made in accordance with VII-9.11-GC – UMGC Policy on the Pay Program and Administration for Exempt and Overseas Staff Positions and VII-9.20-GC – UMGC Policy on Pay Administration for Nonexempt Staff Employees.

6. Benefits During a Temporary Assignment or Acting Appointment

   Benefits shall not be adjusted during Temporary Assignments or Acting Appointments.

7. Layoff During A Temporary Assignment Or Acting Appointment

   An employee on a Temporary Assignment or Acting Appointment shall not be subject to layoff based on the employee's Temporary Assignment or Acting Appointment status.

Implementation Procedures

The UMGC President has designated the Chief Human Resources Officer (CHRO) to administer this policy; to develop procedures as necessary to implement this policy; to communicate this policy to the ºÚÁÏÉçÇø community; and to post the policy and any applicable procedures on the UMGC website.

Replacement for:

• USM BOR VII-9.50: Policy on Temporary Assignments and Acting/Interim Appointments for Regular Status Nonexempt and Exempt Staff Employees

• UMGC OS 33.00: Policy on Temporary Assignments and Acting Appointments

See all Human Resources Policies and Procedures