Hourly/wage employees
Departments use hourly (wage or temporary) employees to meet seasonal or temporarily excessive workload needs, for short-term projects, as interim replacements or to perform jobs that do not require faculty or classified employees. The work-hour limit for hourly employees is 1,480 hours annually (365 consecutive days). Work hours include regular and overtime hours, student hours and any other hours worked in a second job.
Hiring an employee into an hourly/wage position
Step 1: Department defines the job
- Determine the position’s purpose and core responsibilities
- Develop an hourly/wage position description (optional)
- Each staff job series has a corresponding hourly job series, so use the job summary tool to identify the corresponding job family, and then the job series, and then the job level.
- Access the correct hourly job codes and pay ranges on the Hourly tab of the master salary range spreadsheet, located in the Great Place Service HR Service Delivery - Delegated Resources google folder .
- Note: there are some additional hourly jobs that do have a full-time, benefited equivalent (examples include a Lifeguard, Tutor, etc.), and those can be identified on the Hourly tab of the master salary range spreadsheet as well
- If necessary, contact your HR Professional for help in determining the appropriate hiring range.
Step 2: Department posts position
- Create a requisition in the recruitment management system outlining position’s duties and qualifications
- Post position for a minimum of 3 business days
Step 3: Department reviews applicant pool
- Screen applications, selecting the most qualified
- Set up interviews (interview at least 2 candidates)
- Questions must be the same for all applicants
- Complete references for selected candidate(s)
- Recommend and select top candidate
Step 4: Department offers job, completes paperwork
- Complete the offer process in the recruitment management system. Ensure it includes a detailed justification supporting selection of top candidate
- Attach interview notes and references in the recruitment management system
- Make contingent job offer to the selected applicant
- Conduct the background check. Employee may not begin work until background check meets company standards
- Send a confirmation letter to each new hourly employee. This letter confirms employment and start date and makes the individual aware of the temporary nature of wage employment.
- Provide new hourly employees with important information on VCU policies and procedures. Give hourly employees the policy checklist (see also: onboarding) for new hires and have them sign to signify awareness of and intention to abide by university policies.
Step 5: Department forwards paperwork to VCU Human Resources
- For new hourly employees: forward the completed PAF and related supporting documentation to VCU Human Resources through ImageNow.
- For current VCU employees taking a second (hourly) university job: after completing steps 1, 2, 3 and 4, forward completed PAF and related supporting documentation to VCU Human Resources through ImageNow.
- Learn more about how ImageNow works.
Note: VCU Health System employees cannot hold “second” jobs with VCU. Consult your HR Professional for special assistance with alternative employment options.
Role changes for hourly/wage employees
Submit an HRCHG ePAF, using appropriate action codes from the ePAF/PAF Processing Guidelines). Consult with your HR Professional on the process.
Compensation adjustments for hourly/wage employees
Adjustments for wage employees are only allowed for change in duties. Submit an HRCHG ePAF (action codes UOD, UOR, UOA). Consult with your HR Professional on the process.