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Types of Appointments

Please partner with your Human Resources representative on the recruitment/onboarding process.

COVID-19 Policies

Due to COVID-19, a revised hiring policy is effective immediately until further notice. Please click the links below for the new hiring policy guidelines and a list of supplemental questions which must be submitted with the Staff Request Form.

Career Appointment

A competitive recruitment via iRecruit must be conducted.

An appointment established at a fixed or variable percentage of time at 50 percent or more of full-time, which is expected to continue for one year or longer.  The Staff Request Form must be completed and approved prior to the position being posted.

Casual/Restricted Appointment

Must be UCR student

An appointment reserved for a registered undergraduate or graduate student of the University of California. Casual/restricted appointments assist students in gaining work experience and financial support while pursuing their educational objectives. The number of working hours must take into consideration the student’s educational workload. The maximum a student may be appointed is 49% (19 hours per week). Outside the regular school year students may work 40 hours a week.

A casual/restricted appointee may be released at any time at the discretion of the university; however, the appointee must be notified of an early release in writing by the University. A casual/restricted appointment will automatically terminate on the last day of the appointment unless there is an earlier separation or formal extension of the appointment in writing. The Staff Request Form must be completed and approved prior to extending an offer of employment.  A competitive recruitment is not required; however, posting on Handshake is recommended.

UCR Employment Contract Appointment

A competitive recruitment via iRecruit must be conducted

An appointment established at a fixed or variable percentage of time for up to a four-year duration. A contract appointment can be extended for up to one additional year for a maximum total of five years. Contract appointments have a specific, pre-established end date and may be appropriate under circumstances such as:

  • Projects with specific objectives and defined outcomes;
  • Position has special salary requirements;
  • Position funding may be short-term; or
  • Department has a temporary need during restructuring, reorganization, or workflow redesign efforts.

A contract appointment may be converted to a career appointment if the employee was selected through a competitive recruitment process in accordance with PPSM 20 (Recruitment).  The Staff Request Form must be completed and approved prior to the position being posted.

Limited Appointment

An appointment established at any percentage of time, fixed or variable, during which the appointee is expected to be on pay status for less than 1,000 hours in a period of 12 consecutive months. Limited appointments are most appropriate for short-term work with an expected end date. The Staff Request Form must be completed and approved prior to extending an offer of employment.  A competitive recruitment is not required; however, the hiring manager must be prepared with a staffing plan to assure no limited employee exceeds 1,000 hours.

Independent Contractor Appointment

Definition: Independent Contractor vs. Employee

The general rule is that an individual is an independent contractor if the payer has the right to control or direct only the result of the work and not what will be done and how it will be done. The earnings of a person who is working as an independent contractor are subject to self-employment tax. See the "Independent Contractor vs. Employee" link above for information form the IRS website.

You are not an independent contractor if you perform services that can be controlled by an employer (what will be done and how it will be done). This applies even if you are given freedom of action. What matters is that the employer has the legal right to control the details of how the services are performed. If an employer-employee relationship exists (regardless of what the relationship is called), you are not an independent contractor.

The Staff Request Form and the Independent Classification form must be completed and approved prior to requesting services:

Once the internal approvals have been obtained, the request will be routed to Business Operations then to Campus Purchasing for final review/approval.  The following workflows have been created to assist with the process:

Contingent Workers (Volunteers)

Contingent workers (CWR) are not an employee of UC; an individual engaged by UCR on a non-permanent basis to complete a specific function or task who do not have an employee relationship with UCR and do not receive compensation through UCPath.

Contingent workers who are assigned at any of the School of Medicine Clinics must provide HR their immunization records and obtain approval prior to beginning their appointment.

The following forms are to be completed by the contingent worker: