Ohio Administrative Code|Rule 3341-5-02 | Acting/interim appointment.

                                                
(A) Policy statement and
		  purpose
The standard practice for filling vacant
		  administrative positions at Bowling Green state university is to conduct as
		  broad a search as possible, to attract the best qualified candidates, and to
		  comply with the spirit and letter of equal employment opportunity legislation.
		  In those situations where circumstances prohibit the utilization of a search
		  process, an alternative staffing strategy is the appointment of an
		  acting/interim replacement until an appropriate search can be conducted.
Situations that require appointing an individual
		  in an acting or interim capacity represent an ideal opportunity to utilize
		  women, minorities, veterans and the disabled in positions of increased
		  responsibilities for both evaluative and professional developmental purposes.
		  Strong efforts should be made to ensure that acting/interim appointments
		  fulfill the university's goal of achieving a culturally diverse working
		  and learning environment.
The purpose of this policy is to establish
		  uniform procedures definitions and guidelines for the selection of acting and
		  interim appointments at Bowling Green state university.
(B) Policy definitions
(1) Acting: A temporary
			 appointment to a position vacated by an incumbent who is expected to return to
			 the position at which time the acting appointment will return to his/her former
			 position.
(2) Interim: A temporary
			 appointment to a vacant position until a permanent appointment is
			 made.
(C) Policy
(1) Procedures
(a) .A written request with the rationale explaining the
				extenuating circumstances that prohibit a department or office from conducting
				a formal search should be placed in writing and forwarded to the chief human
				resources officer (CHRO) for review. The CHRO will then forward to the
				appropriate vice president or as necessary, to the president for approval. The
				rationale should identify the candidate(s) in consideration (if
				any).
(b) If approved by the vice president the request shall be
				forwarded to the president for review along with appropriate paperwork (e.g.,
				new contract, addendum, announcement, resume, position authorization and
				appointment activity record), if necessary.
(c) After review and approval, the initiating department
				may extend the offer to the appointee.
(2) General
			 provisions
(a) The president, vice presidents or deans are authorized
				to make acting and interim appointments with or without an internal search
				process.
(b) Interviews may be conducted if more than one individual
				is in consideration for an acting or interim appointment.
(c) Acting and interim appointments shall be made in
				accordance with affirmative action guidelines.
(3) Duration of
			 appointments
The length of an acting or interim appointment
			 should normally be a maximum of one year.
(4) Restrictions
Individuals serving an interim appointment
			 shall be restricted from participating in the search committees.
(5) Contracts
Individuals selected or appointed to an acting
			 or interim appointment shall receive a contract addendum or receive a new
			 contract that clearly outlines the terms and conditions of employment (e.g.,
			 salary, title etc.).
If an interim appointee is restricted from
			 applying for the permanent position for any reason, this stipulation should be
			 clearly explained to the individual.