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 or interim replacement until an appropriate search can be conducted.
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 regular appointment is made.
(C) Guidelines
(1) An individual serving through an acting/interim appointment must possess at least the minimum qualifications stipulated in the applicable job description.
(2) An interim appointee may be a candidate to fill a position unless non-candidacy for the regular appointment was a condition of the acting/interim appointment.
(3) Individuals in an interim appointment are not permitted to serve on the search committee for filling the regular appointment.
(4) The university's commitment to providing consistent, fair, and equal opportunities for all shall be considered when making an acting/interim appointment.
(D) Policy
(1) Procedures
(a) The Appointing Authority shall identify the need for an acting or interim appointment.
(b) All requests for interim appointments shall be submitted in writing to the Chief Human Resources Officer for consideration. The request must include the title of the position, the name of the individual(s) considered for the appointment, the start date of the appointment, the anticipated length of time for the appointment, and the rationale supporting the appointment.
(c) After review and approval, the CHRO or designee will forward to the appropriate Vice President, or as necessary, to the President for approval.
(d) After approvals from all parties above, 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. Hiring managers should adhere to best practices for consistency among all candidates' interviews (consistent questions, interviewers, time allotment).
(c) Individuals serving in an interim appointment are encouraged to apply for the regular appointment and must go through a broad competitive search process. In exceptional cases where continuity, unique expertise, or organizational needs warrant a direct appointment, an exemption may be granted with appropriate rationale and approval by the CHRO, followed by the President.
(3) Duration of Appointments
Interim appointments shall not exceed one year without a written request and approval of the divisional VP and the CHRO. A request for an extension must include an anticipated date to begin the search process or a rationale for deferring a final search.
Last updated June 23, 2025 at 1:36 PM
Supplemental Information
Amplifies: 3341.
Prior Effective Dates: 3/17/2015, 3/29/2019