Human Resources Service Center

Emergency / Short Term / Retired Annuitant Appointments

Emergency Short Term

Emergency appointments are normally used to cover a peak workload period, an extended absence, or a vacant position during the recruitment process. These appointments can be intermittent, full time, or part time. The use of emergency hires cannot substitute for thoughtful workforce planning.

Each bargaining unit has specific requirements pertaining to the maximum length of emergency/short term appointments (see table below)

Max duration of emergency appointments per bargaining unit
Bargaining UnitsMaximum duration of emergency appointmentsContract Reference
2, 5, 7, 9 (CSUEU(opens in new window))180 daysArticle 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 positionsArticle 2.22
6 (Teamsters Local 2010(opens in new window))180 days for emergency appointmentsArticle 10.1(opens in new window)
Retired AnnuitantAppointment will be for a maximum of 960 hours in a fiscal year

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  • Step 1 - Hiring Department emails

    Email the following to

    Classification and Compensation will review the Position Description to ensure the job is appropriately classified.

  • Step 2 - Hiring Manager Completes Request to Fill Form

    The Hiring Manager within department completes and routes the Request to Fill Form(opens in new window) (RTF) to appropriate administrator for signature.   Once signed, send original RTF to the VP's office for final signature.

    Note: The completed RTF must be received in Employment Services in order to move forward. Be sure to check the appropriate Hire Type drop down menu in RTF form.

  • Step 3 - The Applicant Completes
    1. Application for Employment through PeopleAdmin system.  Please contact Employment Services with the name and email of the candidate in order to provide access to online application.
    2. Employment Services will screen for minimum qualifications.
    3. An Applicant Background Check Authorization(opens in new window) form (prior to checking employment history).

    Return the Background Check Authorization to Employment Services.

  • Step 4 - Background Information

    The following are required to be conducted before an offer of employment is extended.

    1. Employment Verification ( for external candidates only) - A minimum of two employment verifications are required and may only be conducted by the appropriate administrator (MPP).
    2. Employment Services will initiate the Criminal Records Check and any contingencies such as driver's license or physical.
  • Step 5 - Offer of Employment

    The following are required to be conducted before an offer of employment is extended.

    • Employment Services emails the Authorization to Hire (ATH) to the appropriate Administrator.
    • Employment Services will work with the department to determine an appropriate start date.
    • Upon approval of the ATH, the department/appropriate administrator will extend the verbal offer to the candidate.
      Note: Please ask the candidate to contact Employment Services to schedule an appointment for new hire paperwork.
    • Department completes the Staff Action Form (XLS) and routes to Employment Services.
    • New employee completes paperwork with Employment Services.

Retired Annuitant

When it is determined that hiring a retiree is the most appropriate option, proceed with the following guidelines;

Pre-requisites for hiring a retiree into a staff position:

  • Appointment will be for a maximum of 960 hours in a fiscal year.
  • A retiree may only be hired:
    • To avoid a work stoppage due to an emergency;
    • Because he/she has special skills needed for a limited period of time; and
    • The hiring department has a long-term plan in place to fill the vacancy.

A retiree meets university and PERS requirements when:

  • The retiree meets the minimum qualifications and requirements for the position.
  • The retiree has specialized skills needed to perform specialized work.
  • The retiree is needed to avoid a work stoppage.
  • There has been a minimum of 180 calendar days between the retirement date and the requested appointment date.

Note: A memo may be included with the Request to Fill to explain the necessity of hiring a retiree.

A retiree DOES NOT meet university and PERS requirements when:

  • The retiree has collected unemployment within the prior 12 months.
  • There has not been a minimum of 180 calendar days between the retirement date and the requested appointment date (exceptions apply to public safety and faculty participating in the Faculty Early Retirement Program).
  • The retiree was younger than “normal retirement age” on their retirement date and there was no bona fide separation in service. Normal retirement age is the oldest age listed in the retiree’s benefit formulas.
  • There was an agreement between the retiree and a member of CSU Chico management, prior to the employee’s retirement to rehire (if so, the retiree may not be rehired).

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