Temporary Employment What’s Changing?. BOR Policy Change – Employment Categories 2 BOR Employment Categories policy modified (August 2010). Helps to ensure.

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Temporary Employment

What’s Changing?

Georgia Tech Human Resources

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BOR Policy Change – Employment Categories

BOR Employment Categories policy modified (August 2010).

Helps to ensure consistency in hiring, extending benefits, applying policy, etc.

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BOR Policy Changes – Temporary Employment

Institutions may continue to hire temporary employees directly or through an approved temporary agency.

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BOR Policy Changes – Temporary Employment

• BOR policy changes• To retain a temporary employee after 6 months of

employment, it will now be necessary to submit a request for a six month extension to GT HR.

• After 12 months of employment as a temporary employee, a 30 day lapse must occur.

• A temporary employee may only serve 18 months in a 24 month period.• Applies only to Tech Temps

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BOR Policy Changes – Effective Date

• Policy Effective Date = August 2010

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Tech Temps

Institute/Customer Benefits No direct costs for the department Successful candidate can apply for

internal positions

Institute/Customer Negatives Hiring moratorium and approval

processes Five day posting

• Mirrors the classified staff process• Five day (minimum) posting period• HR Recruiters will help source for niche and hard to fill

positions

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Staffing Agencies

Institute/Customer Benefits Existing applicant pool Third party assumes risk and

administrative burden Quick posting – no posting or

hiring moratorium

Institute/Customer Negatives Costs Vendor management Successful candidate will not be a

GT employee

Best used when:• Coverage is needed during an employee’s absence or a specific

skill set for a project is required• Customer has identified an applicant (1 to 1) hire

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Tech Temp Process Changes

• Tech temp process will mirror classified staff process.

• Tech temp jobs will be posted on the Careers @ Tech website and applicants will be able to apply for specific temporary positions.

• Minimum 5 day posting period.

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Tech Temp Process Scenario of Changes

Month Date Action

Month 1 January 1, 2011 Tech Temp is hired in departmentPrior to Month 6 Prior to July 1, 2011* Department submits a request to

Department Head and GT OHR’s Talent Acquisition group to extend Tech Temp for 6 additional months

Month 12 December 31, 2011 Tech Temp takes a 30 day leave from GT

Month 14 January 31, 2012 Tech Temp returns to work

Month 19 July 31, 2012 Tech Temp is term from GT for 5 months

Month 25 February 1, 2013 Tech Temp is eligible for rehire and the time period resets to Month 1

* Submit a few days in advance of the employee’s 6 month anniversary date

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Questions