Human Resources | Talent Acquisition | Temp Recruitment

Temp Recruitment

Hiring Temporary Staff via Human Resources

Initiating the Process

Hiring Managers must complete the Temporary New Hire Request Form and submit via email to HRclasscomp@uncg.edu in Human Resources to confirm the Classification and Compensation based on FLSA regulations.

Minimum Hiring Range

Hiring ranges are in guidance with Office of State Human Resources (OSHR) Salary Schedule. The range is appropriate of the temporary pooled position as posted in eHire.

HR Approval Process

The hiring manager will receive an email from Human Resources listing the Classification (FLSA exempt or Non-exempt) and the Compensation range approved in accordance with the Office of State Human Resources (OSHR) salary table for salary grade/band based on the provided job description.

The hiring manager is allowed to request a different salary range with a written justification.

HR will send an email response if approved or denied.

Candidate Selection Process

Human Resources maintains various eHire Temporary Pooled positions that can be used in filling SHRA temporary assignments. The hiring manager may select a candidate via three options:

eHire Temporary Pool:

The hiring manager may request to review the applicants in the eHire Temporary Pool as related to the confirm job classification.

Hiring managers that wish to review applicants in the Temporary Pool must request a eHire Guest User Name and Password from HRclasscomp@uncg.edu in Human Resources.

Human Resources Referral from eHire Temporary Pool:

The hiring manager may request HR to referral a qualified candidate for hire.

The hiring manager conducts the interviews and extends the offers of employment for temporary assignments.

Candidates must meet the state minimum training and experience qualifications for the job classification.

UNCG enrolled students (undergraduate and graduate) and permanent employees are ineligible for temporary employment.

Extending and Offer of Employment

An offer of employment may be extended with the contingency of the receipt of a satisfactory background check.

All hires for temporary staff employment are required to complete the background check process.

Completion of the Background Check Process

When an offer of employment is accepted, the hiring manager MUST fully complete and submit the Departmental Request for Background Check Authorization form electronically.

Temporary employees are NOT allowed to begin work without notification from Human Resources that a background check has been successfully processed without an adverse impact on employment.

Completion of the Hiring Process (for Hiring Manager/Department)

Upon notification of the satisfactory background check, the hiring manager must complete and submit the following to Human Resources:

Completion of the Hiring Process (for Temporary Employee)

The temporary employee is required to visit Human Resources on or before the established first day of work to complete the Form I-9.

The employee must bring original acceptable documentation for identity and employment authorization to present during this visit.

The temporary employee must complete and submit the required tax documents and direct deposit forms to the Payroll Office.

How to Extend a Temp Job Assignment

A temporary job assignment can be extended for periods that do not exceed the eleven (11) consecutive months of work time. Extensions that exceed such period is not allowed without a thirty-one (31) day break.

To Extend the Assignment please contact your Temp consultant for Temp Employment, Christina Twitty, Nicole Patterson, or Cati Caruthers for approval and guidance.

How to Rehire a Temp Employee

Hiring managers that wish to rehire a temporary employee that has had a break in service from the University; to include, the required thirty-one (31) day break should follow the below guidelines:

How to Separate a Temporary Employee

Hiring departments that wish to separate a temporary employee prior to the established assignment end date should send an email notification to HR Operations at hrops@uncg.edu.

The email should include the following information:

Upon receipt of email notification, Human Resources will delete the original termination date record in Banner on the position and inform the department to submit the EPAF: Faculty/Staff/Student Changing or Terminating Job @ UNCG to enter the new termination record for separation.

Note: In the Comments section of the EPAF, the department must include a brief explanation outlining the reason for early termination.

Important Things to Know

Affordable Healthcare Act (ACA) Insurance Requirements:

Managing Time and Attendance Records:

Temporary employees are paid through direct deposit on the last working day of each month.

In accordance with State Statue, temporary employees who have worked eleven (11) consecutive months (either full or part-time) must take at least a thirty-one (31) calendar day break before beginning or continuing a temporary assignment. Retirees are exempt from this limitation.

In accordance with State Statue, a State Retiree must render no service, including part-time, temporary, substitute, or contractor service, at any time during the first six months immediately following the effective date of retirement.