Hourly/Wage
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 1,440 hours annually, or 28 hours a week on average (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. Follow departmental guidance for securing an exception request, if required.
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 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.
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 ePAF through Jotform, 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 ePAF through Jotform (action codes UOD, UOR, UOA). Consult with your HR Professional on the process.