Emergency / Short Term / Retired Annuitant Appointments
Emergency and Short-Term Appointments
Emergency appointments are used to address short-term staffing needs such as peak workload periods, extended absences, or coverage during an active recruitment. These appointments may be intermittent, full-time, or part-time.
Emergency hires are not a substitute for workforce planning and should only be used for temporary needs. In most cases, departments will have identified a candidate before initiating this process.
Contact information
If you plan to hire a Retired Annuitant or need assistance with a short-term appointment, contact your recruiter to confirm eligibility and next steps.
Jenni Merlo: Jmerlo@csuchico.edu
Bargaining Unit Requirements
Maximum appointment durations vary by bargaining unit. Refer to the table below.
| Bargaining Units | Maximum duration of emergency appointments | Contract Reference |
|---|---|---|
| 2, 5, 7, 9 (CSUEU(opens in new window)) | 180 days | Article 9.9 (PDF) |
| 4 (APC(opens in new window)) | 120 days (emergency temporary positions) | Article 2.10 (PDF) |
| 4 (APC) | 30 - 180 days for substitute temporary positions | Article 2.22 (PDF) |
| 6 (Teamsters Local 2010(opens in new window)) | 180 days for emergency appointments | Article 10.1(opens in new window) |
| Retired Annuitant | Appointment will be for a maximum of 960 hours in a fiscal year |
Utilizing a Retired Annuitant
Retired Annuitants may not work more than 960 hours each fiscal year across all CalPERS employers.
A Staff and MPP Retired Annuitant Approval Form (PDF) (PDF) is required to be completed, approved and returned via email to kncurtis@csuchico.edu(opens in new window) before hiring or appointing a Retired Annuitant.
Retired Annuitants can be appointed under two qualifying conditions, (1) extra help and (2) vacant positions.
- Extra help:
- An emergency to prevent the stoppage of work. The retiree has the skills needed to perform work of a limited duration or their employment is needed during an emergency (such as floods, earthquakes, etc.) to prevent the stoppage of public businesses.
- Specialized skills needed to perform work of a limited duration. Examples of limited duration work are to eliminate a backlog, work on a special project, and work that is in excess of what regular staff can do.
- Vacant Position:
- Active recruitment already underway - Before the Retired Annuitant starts work, the university must have in place an active recruitment for a permanent replacement for the vacant position.
- Limited duration only – The appointment must be temporary and tied to the recruitment period. The Retired Annuitant cannot serve indefinitely or transition into a permanent role. Once recruitment concludes or the contract term ends, the service must stop.
- Single Appointment only - A Retired Annuitant may be appointed only once to the vacant position. If the term of the contract ends and the replacement has not been found, the Retired Annuitant must vacate the position. If the retiree continues after the contracted term expires, this is considered a second appointment and will result in unlawful employment.
The following steps will guide you through the process of requesting an emergency hire through the PageUp process.
Emergency Hire Process Steps
- Step 1: Position Number Update
Ensure a valid position number exists before submitting a requisition. Updates will be available in PageUp the next business day. For information on position management, please visit the University Budget Office website.
- Step 2: Required Documents
The department is responsible for submitting recruitment documents. Employment Services can help locate position descriptions, interview questions, and criteria from previous recruitments. The following documents are required when submitting requisitions:
- Staff Position Description or MPP Position Description
- MPP Position Justification Form(opens in new window)- This document is REQUIRED when hiring an Administrator (MPP) position.
- Step 3: Enter Requisition
The department will enter a requisition through CHRS Recruiting (PageUp) using the Staff and MPP Requisition Process Instructions (PDF) (PDF).
Note: Prior to initiating a requisition, please ensure that you have undergone training provided by your assigned recruiter in Employment Services.
- Step 4: Screening and Interviews
Screening and interviewing is not required for emergency hires.
- Step 5: Contingent Offer
HR will determine an appropriate salary for the emergency hire. Employment Services will extend a contingent verbal offer of employment to the candidate.
Note: Contingent offers can only be extended by the Appropriate Administrator or Employment Services, without exception.
- Step 6: Contingencies
Emergency hires follow a streamlined version of the standard recruitment process. Once the contingent offer has been accepted, Employment Services will begin to clear contingencies required by the position (may require some or all of the following):
- Background Check
- Education Verification
- Pre-employment Physical
- Driver’s License Clearance
- Step 7: Formal Offer
After all contingencies have cleared, the candidate will be given the formal offer of employment and a start date will be determined.
Note: Formal offers can only be extended by the Appropriate Administrator or Employment Services, without exception.
Relevant Policies / Guidelines
Be sure to review the CalPERS Employment After Retirement (PDF) publication for specific guidelines and restrictions.
Need Help?
- Email: humanresources@csuchico.edu