The need for a temporary increase typically occurs due to a vacancy or an extended leave of absence. This assumed responsibility is usually in addition to the employee's primary job responsibilities and typically reflects the assumption of the additional job's principal responsibilities and/or critical functions.
- Where required, obtain approval from the designated senior administrator to ensure that established procedures within a department or school are followed.
- Consult with Compensation and/or your Human Resources Officer for guidance in making an informed decision before discussing any salary change with an employee.
- Review the guidelines and “key considerations” (below) in determining whether a temporary increase is appropriate .
- The amount of the increase should be between 5% and 15%, depending on the degree of complexity of the additional responsibilities and the length of time the employee is expected to assume the additional responsibilities.
- Generally, a temporary increase will be added to the employee's salary base for the length of time that the employee is assuming additional responsibilities.
- Temporary increases must have a specified beginning and end date and are not intended to cover periods of less than four weeks.
- ASR implications: If a merit increase is due while an employee is receiving a temporary increase, the merit should be based on the original base salary (exclusive of the temporary increase).
When considering a temporary increase for an employee, it is important to begin the process before the employee actually takes on the additional temporary responsibilities.