Temporary Administrative Supplement - A temporary administrative supplement paid for specific situations when a Classified, Management Administrative and Professional (“A&P”), or Faculty member assumes substantial, additional responsibilities on an interim basis for an extended period of time, generally not to exceed one fiscal year. The temporary pay supplement is discontinued when the employee is no longer responsible for the additional responsibilities.

• temporary assumption of job duties due to the extended leave of a peer (does not include vacation or short term absence coverage of 6 weeks or less);
• interim leadership of an organizational entity while a search process for a permanent leader is in progress; and,
• assignment to a special project with additional duties typically not expected or associated with position

Classified, management A&P, or faculty members who assume any of the above listed duties may receive up to 15 percent of their salary as a temporary administrative pay supplement.

The administrative supplement is not applied retroactively and is discontinued when the employee is no longer responsible for the additional responsibilities. The duration of an administrative supplement should not exceed one fiscal year. The head of the operating unit and Human Resources must approve continuation of an administrative supplement beyond one year. Human Resources must review and approve all classified temporary administrative supplements prior to implementation.

The award of a temporary administrative supplement must be documented in the employee's personnel file by the employee’s supervisor. The employee should have a copy of the documentation to ensure understanding of the non-permanent nature and reason for the supplement.

The following information should be included in the documentation:

• employee's job title;
• title of the position whose responsibilities are being assumed; or, a description of the special project;
• effective date the employee assumes new responsibilities which should coincide with the effective date of the administrative supplement;
• employee's current rate of base pay;
• dollar amount of administrative pay supplement and percent it represents of the employee's base pay; and,
• anticipated end date of additional duties and pay supplement.

Specific situations that would not be covered by the administrative pay supplement include the following:

• leave or search situations where the duties of one position are assigned to three or more employees;
• cross-training responsibilities; and
• responsibilities intended for employee development.