Out Of Class Assignment
Employees temporarily assigned higher-level duties not reasonably consistent with those duties prescribed in their regular job classification may be granted an out-of-class assignment and entitled to receive additional compensation for those duties. Some examples of situations where an out-of-class assignment might be appropriate to ensure smooth continuation of department work would be: substituting for an employee on leave or while a position is vacant.
For specific guidance on out-of-class assignments, consult the appropriate contract or handbook. Where out-of-class assignments are not specifically addressed in the agreements, the following guidelines apply:
Qualification for Temporary Assignment
In order to qualify for an out-of-class assignment, the following is required:
Employee must be qualified to perform the duties to be assigned.
The appropriate approvals must be obtained in advance.
If the additive pay is to be awarded, the assignment must be for 5 workdays or more within a 15 calendar-day period.
The appropriate supervisor/manager should request the temporary assignment in writing, stating the reason for the out-of-class, the employee who will be assigned, the duties to be assigned, the corresponding classification the duties appear to reflect, and the effective dates. The request should also indicate if the employee is assuming the full range of duties, responsibilities and authority of a higher class, or simply performing some duties beyond their current class. A PASS form should be included with the written request; the PASS form should indicate the effective dates, and any additional information necessary, such as shift assignment, change in percent of assignment, etc. The written request plus the PASS form should be sent to the Classification and Compensation Manager, Human Resources, via the appropriate site President and Management Services Officer, or Director for approval of the out-of-class assignment.
An out-of-class assignment shall not be requested or approved for more than a 3-month period. It is important to understand that out-of-class assignments should be utilized on a short-term basis only. If at all possible, reassignments should be done to avoid out-of-class assignments. Questions regarding possible reassignments should be addressed to the Classification and Compensation office.
Extending or Terminating an Assignment
It is the originator's responsibility to keep Human Resources informed of any changes in the out-of-class assignment. If it is necessary to extend the assignment beyond the original dates requested, notify the Classification and Compensation Manager by sending a PASS form with the new effective dates and a memo explaining the situation. It is the District's intent to insure that such extensions do not result in an assignment greater than 12 months.
Method for Calculating Compensation
Classified Employees: If qualifying time is served in the assignment, employees will normally receive an additive equal to approximately 5% of their base salary, or the A step of the classification level they are temporarily assigned to work, whichever is greater, effective the first day of the assignment. In the case where an assignment does not fall within the duties of an established, higher-level class, but simply represent the performance of some duties beyond the current class, the employee may be paid an additive of approximately 5%.
Instructors on out-of-class assignment as Associate Deans shall receive an additive equal to approximately 2.5% of their base salary.