SECTION 5.25
TEMPORARY ASSIGNMENTS
Last Update: 8/06
LEADWORKER DUTY [DAS-HRE Rule 11 IAC—53.8(1) and 50.1]
A non-supervisory
employee may be eligible for leadworker pay when assigned limited
responsibility (see definition in DAS-HRE Rule 50.1) over others. Leadworker pay may be up to 15 percent of
base pay and the total of the employee’s pay may exceed the maximum pay rate
for the job class. Leadworker duties
include the following:
·
Maintenance of attendance records.
·
Distributing work assignments and
balancing the work load.
·
Reviewing work for accuracy according
to established criteria.
·
Answering technical questions or
serving as a technical expert in the work unit.
·
Orienting, training and instructing
employees in the work unit.
·
Providing input on hiring or discipline
decisions.
·
Providing input on performance
evaluations.
·
Making emergency decisions when the
supervisor is not present.
·
Reporting employee infractions to the
supervisor.
Leadworker pay may be
appropriate when:
·
The supervisor often works away from
the work unit.
·
Employees work in different physical
locations from the supervisor.
·
The unit needs a technical
"lead" person.
SPECIAL DUTY [DAS-HRE Rule 11 IAC—53.8(2) and 59.3(1)]
When an employee is
temporarily assigned to perform the duties of a vacant position in a class in a
higher pay grade, the employee may receive special duty pay subject to the
following conditions:
·
The extra pay must be calculated using
the pay rules on promotion [DAS-HRE Rule 53.6(6)].
·
The class to which the employee is
temporarily assigned is controlling for all pay purposes.
·
Employees covered by a collective
bargaining agreement may receive extra pay of one step or up to 5% of base pay,
depending on the plan from which they are paid.
·
Employees not covered by a collective
bargaining agreement may receive extra pay up to the maximum pay rate of the
class to which assigned.
·
The extra pay does not affect the
employee’s eligibility for within grade pay increases.
·
Upon receipt of a within grade pay
increase, the extra pay must be recalculated using the employee’s new base pay.
·
The extra pay must be removed when the
special duty assignment is completed.
·
If the employee continues to perform
the duties beyond the period of the initial request, an extension may be
requested for the time necessary to complete the temporary assignment.
EXTRAORDINARY DUTY [DAS-HRE Rule
11 IAC—53.8(3)
and 59.3(2)]
When an employee is
temporarily assigned duties in addition to current responsibilities and the
assignment exceeds three consecutive pay periods, the employee may receive
extraordinary duty pay subject to the following conditions:
·
Employees paid from pay plans with
steps must be paid in step increments.
Those paid from plans without steps must be paid a percentage of base
pay.
·
The employee’s total pay may exceed the
maximum pay rate for the employee’s job class.
·
The extra pay does not affect the
employee’s eligibility for within grade increases.
·
Upon receipt of a within grade
increase, the extra pay must be recalculated using the employee’s new base pay.
·
The extra pay shall only be paid as
long as the temporary duties are assigned.
·
If the employee continues to perform
the duties beyond the period of the initial request, an extension may be
requested for the time necessary to complete the temporary assignment.
The "Special
Pay/Appointment Action" form (CFN 552-0125) must be completed for an
employee to receive extra pay for one of the above temporary assignments. Contact the agency’s personnel assistant for
document processing and provide him/her with the following information:
·
Type of action requested and if it is
an original or an extension of an earlier request.
·
Employee’s name and social security
number.
·
Amount of the additional pay.
·
Written justification describing the
reasons for the extra pay.
The personnel assistant will submit the Special Pay/Appointment Action form to the personnel officer for review.