FAQs

• Review the guidelines and key considerations in determining whether a salary increase is appropriate.
• The supervisor completes a position modification in People Admin using the “Modify Position Description” workflow.
• Send through approval process to obtain all required departmental approvals.
• Human Resources will inform supervisor and employee that increase has been approved with official confirmation lette

• The Dean/Vice Chancellor has to send an email requesting access to Lonnie Crotts. Include the following information: Full Name, E-Mail address, Departments to access, Level(s) needed, Purposes for which the employee will use the system.

• To initiate the request, select the position number you are modifying by clicking on the Working Position Title of the position in People Admin.
• When the position description loads, click on “Modify Position Funding/Supervisor” in the menu to the right.
• Required fields are highlighted in red and must be filled in before the Position Description can be sent to the next step in the approval workflow.
• In the Funding Source Details section of this tab, you will confirm existing or enter new fund sources to support the request. If you are modifying a position to change the funding source, you will need to type over any existing fund, account, program and org codes to replace the numbers with new codes. Click on the Add Funding Source Details Entry button to enter budget and other required codes. Select “Save” after each entry.
• Once all required fields in all tabs are complete, and you are satisfied with the information entered, you can move the request to the next step in the approval workflow by clicking on the orange “Take Action on Pending Request” button and selecting the appropriate routing action.

• If a temporary assignment authorization period ends without extension, a temporary assignment is ended either voluntarily or involuntarily prior to the authorized effective date, or an SHRA temporary employee is hired into a permanent full-time position, you must submit a completed Temporary Employee Termination Record (T104) to the Division of Human Resources.
• The University authorizes state temporary employment for a maximum of twelve consecutive months. When a temporary employee has worked for the University (not only a specific department) for 12 consecutive months, the employee’s temporary appointment must end. In this circumstance, a completed Temporary Employee Termination Record (T104) must also be submitted to Division of Human Resources.

SHRA temporary employees are eligible for assignment extension, when it is determined:

• The employment period has not exceed eleven consecutive months
• There is a demonstrated business need for temporary staff
• There is available funding to support the extension period of employment
• 31 Day Memo

• The Division of Human Resources (DHR) will review all available candidate pools and exhaust other searches internally, at least 2 weeks before the preferred start date.
• If DHR is unable to find viable candidates, DHR will reach out to the vendor; explaining pertinent requirements (desired skill set, minimum qualifications, work schedule, etc).
• Vendor will provide at least 3 qualified candidate resumes to DHR.
• DHR will forward all qualified candidate resumes, with required skill test (optional) to the hiring department.
• The hiring department will review all qualified candidates; contacting and conducting interviews for all candidates deemed finalists.
• The hiring department will inform DHR of the selected candidate.
• DHR will forward the name of the candidate to Vendor.
• Vendor will perform the background check for the named candidate and return the results to DHR.
• DHR will review the background check and, once cleared, will provide Vendor with an HR External Affiliate form to be completed by the candidate and returned.
• DHR will prepare/receive an estimate based on the bill rate and period of performance.
• DHR will inform the hiring department that a P.O. should be created in AggieMart, using the attached estimate (which must also be included as a part of the P.O.).
• The hiring department will inform DHR once the P.O. has been fully approved.
• DHR will contact the employee and invite them to attend an orientation.
• During the orientation, the employee will receive a banner ID, a University e-mail address, information on parking, and an overview of pertinent University policies.
• At the conclusion of orientation, the employee will visit the parking office and report to the hiring department.