Skip navigation

Extra Help Position Classification

HRS may issue policies and guidelines pertaining to the employment of extra help personnel. Departmental needs for employing individuals on a non-status (extra help) basis should be discussed with Human Resource Services (HRS) prior to the hiring to ensure that the individual is eligible for employment and will be properly compensated. The department must have available funds in its non-status budget (646) to cover such non-status appointments. Extra help appointments are subject to the statutory rules and procedures of the State Universities Civil Service System (SUCSS) and related biannual compliance audits. Pursuant to these rules, non-status employment is limited to those positions which are temporary or of an emergent nature. The work schedule established by the department must also be within the guidelines set forth in the definition of the type of extra help appointment requested.

Extra help employees are appointed to general categories (EDP Software, Clerical, Professional Services, Technical Assistant, Laboratory Assistant, Custodial, Food Services, Transportation, Stores, and NEC (Licensed Prof/Other)) which do not conform to specific status classifications. These general categories are maintained by Human Resource Services and may be amended as operational needs dictate. By definition, an extra help employee is called to work for periodic appointment periods as needed to provide additional help for work of an emergent nature where such services are not regularly required on a constant, repetitive basis and cannot readily be assigned to status employees.

Pay

An extra help employee must be employed within the salary range of the appropriate category, and all such appointments must be approved by HRS. Extra help employees may receive increases based upon merit or position responsibilities. Such increases must be authorized by the employing department/division and HRS. However, such increases shall be limited to the amount currently in effect for status employees and may not occur more frequently than once every 12 calendar months.

Maximum Hours of Work

In accordance with the Statute and Rules of the SUCSS, an extra help position may be utilized for a maximum of 900 hours of actual work in any consecutive 12 month period. If an extra help position has accrued 900 consecutive hours, the position shall not be reestablished until six months have elapsed from the date of termination.

Upon working a total of 900 hours, an extra help employee cannot resume employment in any extra help appointment until a minimum of 30 calendar days have passed. It is possible for an employee to hold more than one extra help appointment concurrently, however, it should be noted that the number of hours worked on each appointment accumulate toward the employee's 900 hour maximum. Under no circumstances should the employee be worked beyond the 900 hours. Departments that exceed this statutory limitation will be required to provide justification to HRS necessary to fulfill compliance audit requirements. If the department determines that operational needs may result in the employee exceeding the 900 hour limitation, HRS must be contacted in order to receive a case-by-case exception from the SUCSS. This request should be received before the employee reaches the 900 hour limitation to assure that there is no lapse in the work schedule.

Your Human Resource Service Team is available to assist you with any of your human resource needs, call the HRS Service Center at 815-753-6000.