TPI CRITERIA:
Occasionally, a critical position needs to be filled on a temporary basis. In such situations, an employee may be temporarily assigned to an interim position. The interim request and temporary pay form must be completed.
Please complete the form linked here. https://forms.office.com/r/8PMnUFnANW
ELIGIBILITY:
Interim pay will only be considered when the employee assumes the majority of the responsibility and accountability for a role above their current grade level, or same grade level but truly double-duty for at least 15 days.
**DNV UPDATE: The employee must meet the minimum qualifications of the interim job description prior to approval being granted by compensation or human resources.
TPI MAY NOT BE WARRANTED IF:
1. the assignment is brief (less than 6 weeks)
2. additional duties consist of a backup nature already expected of the employee
3. additional duties may be distributed among a number of employees in such a manner as to not significantly impact the total workload on any one employee
4. interim duties reassign the employee away from direct patient care
5. non-exempt employees working in the same job should utilize overtime without the expectation of TPI for doing the same job
GUIDELINES:
The following guidelines should be applied when determining if a temporary pay increase is appropriate:
1. the new duties to be performed are clearly differentiated from the duties normally performed by the employee.
2. the new duties are not to be performed on a permanent basis
3. the new duties are to be performed for more than six (6) weeks, but not more than nine (9) months
4. the department must present how they will offset the labor costs related to the temporary pay increase