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Use cases for choosing the different types of Higher Duty or Temporary Assignment

When you add a higher duty or temporary assignment for an employee, you must pay attention to the responsibility type for that assignment.

A temporary assignment is when an employee works for a specific period temporarily within the boundaries of their existing contract for at least 1 day. When the temporary assignment position is of a higher classification or grade, it is termed as higher duty.

The employee or manager or administrator can initiate or create the higher duty or temporary assignment process. There are standard workflows to view, edit, and approve the higher duty or temporary assignment requests. Once the higher duty or temporary assignment is active, it is associated closely with the corresponding nominal assignment of the employee.

Responsibility Types

An employee in a higher duty or temporary assignment position can hold one of the following responsibility types:

  • Individual Contributor: The employee won’t have any delegations or responsibilities related to the directs (if any) of the position for which the higher duty is created.
  • Only Delegation: The employee will have only delegations of the incumbent of the position for which the higher duty is created, but not other responsibilities such as talent management aspects.
  • Full Responsibility: The employee will have complete responsibility of the new assignment position including talent management aspects related to the directs of the position for which the higher duty is created.
    • Without Right to Return configured: The nominal is not unassigned from his or her position. The higher duty employment that is created will be an incumbent of the position for which the higher duty is created (unlike the Individual Contributor or Only Delegation types of higher duty).
    • With Right to Return configured: The nominal is unassigned from his/her position when the higher duty is created. When the higher duty is terminated, the nominal is reinstated back to his/her position. In the meantime, a right to return is created for the nominal’s position. The higher duty employment that is created will be an incumbent of the position for which the higher duty is created (unlike the Individual Contributor or Only Delegation types of higher duty).

Note that Right to Return is applicable for only a Higher Duty or Temporary Assignment of the Full Responsibility type and Higher Duty/Temporary Assignment Percentage of 100%. If Position Management and Right of Return are activated in your system, then the employee’s position is marked with an icon to represent the right of return in the Position Org Chart.

Depending on the higher duty or temporary assignment responsibility type that is configured, the aspects of the employment vary, as shown in the following table:

Type of HD Is the Substantive unassigned from their position? Is the Higher Duty an incumbent of the position for which it is created? Are the direct reports of higher duty position transferred? Does the employee have Talent access for the higher duty team? Workflows
Individual Contributor No No No No No
Only Delegation No No No No Yes.
Full Responsibility without Right to Return configured No Yes Yes Yes All the workflows that are applicable to the HD position
Full Responsibility with Right to Return configured Yes Yes Yes Yes All the workflows that are applicable to the HD position

To summarize, we covered the different responsibility types that an employee in a higher duty or temporary assignment can hold. We also looked at how the different aspects of the employment vary, based on the chosen higher duty or temporary assignment responsibility type.
For more details about implementing higher duty or temporary assignment, check out the Implementing Higher Duty or Temporary Assignment guide.

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