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Recruitment - Hiring Temporary Staff

When a hiring department identifies the need to fill an SPA temporary position, they can seek applicants through a temporary employment agency, by referral, or through Human Resource Services. If a temporary employment agency is used, no contact with Human Resource Services is necessary. The hiring department is billed directly by the agency.

• Hiring Temporary Staff through HRS
• Hiring Temporary Staff through a Temporary Employment Agency

Hiring Temporary Staff through HRS

1. The hiring manager emails a brief job description to Betty Betts in Human Resource Services (bsbetts@uncg.edu) for classification and hourly rate approval for each staffing instance.
2. Betty Betts emails the hiring manager the job classification based on the job description; and the minimum level hourly rate from the OSP salary table for the salary grade/band. The hiring department is allowed to request a different rate by submitting a written justification.
3. Human Resource Services maintains a Jobsearch Temp Pool for use in filling SPA temporary assignments. Email Betty Betts in Human Resource Services (bsbetts@uncg.edu) for a Jobsearch Guest User Name and Password if the hiring manager has a need to review applications in the Temp Pool.
4. The hiring department conducts the interviews and extends the offers of hire for SPA temporary assignments. Candidates must meet the state minimum training and experience qualifications for the job classification.
5. When an offer of hire is accepted, the hiring department prepares the EAF-BTNR.doc for the temporary new hire.
   1. A signed original UNCG – Jobsearch employment application for the temporary employee is attached to the EAF-BTNR and sent to Human Resource Services. The temporary employee can use the following link to access Jobsearch and create an application: http://jobsearch.uncg.edu
   2. The temporary employee is sent to Human Resource Services on or before the first day of work with necessary identification to complete the I9. When an employee moves from student employment to temporary staff employment, a new I9 and a background check are required.
   3. The hiring department provides a completed Background Check Authorization form (.doc) to the temporary employee to be presented to Human Resource Services for a background check, along with the Disclosure and Authorization Statement (.doc) completed and signed by the temporary employee. An offer of employment may be extended but must be contingent on receipt of a satisfactory background check. Temporary SPA employees are not allowed to start work until HRS notifies the department by email that a satisfactory background check is completed and received.
6. Temporary employees are required to complete UNCG time sheets for the department. For payroll purposes, temporary assignments begin on the eleventh of the month and end on the tenth of the month. Temporary employees are paid through direct deposit on the last working day of the month and are not eligible for benefits. Temporary employment at UNCG does not count as state employment.
7. According to State statute, temporary employees who have worked twelve (12) consecutive months (either full or part time) must take at least a thirty-two (32) calendar day break before beginning or continuing a temporary assignment. Retirees are exempt from this limitation.
8. Per State Statute the Retiree must render no service, including part-time, temporary, substitute, or contractor service, at any time during the six months immediately following the effective date of retirement.

Hiring Temporary Staff through a Temporary Employment Agency

Page updated: 27-Jul-2009

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