University Human Resources

Supplemental Pay

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Supplemental Pay

From time to time, staff may be asked to take on additional or temporary responsibilities that fall outside the scope of their regular role. Supplemental pay recognizes these assignments when employees assume additional duties that support departmental needs, while also providing opportunities to develop new skills and gain broader experience.

When Supplemental Pay May Be Considered

Supplemental pay is intended for defined, temporary assignments and is not automatically provided when a position is vacant.

A pay supplement may be appropriate in the following situations:

  • The assignment is temporary and expected to last at least one month but no longer than one year
  • The employee assumes higher-level responsibilities, such as covering for a supervisor during a leave or backfilling a vacancy at a higher grade
  • The employee takes on same-level responsibilities that are outside their normal scope, are significantly more complex and/or require a substantial increase in workload or hours
  • The assignment involves work outside the employee’s primary department or job description
  • The need arises due to operational demands, such as a prolonged staff absence or departmental vacancy

In all cases, the manager must confirm that the assignment is necessary to support departmental operations or temporary staffing needs.

Supplement Amounts

Supplemental pay amounts are determined based on:

  • The level and complexity of the additional responsibilities
  • The degree of increased workload or time commitment required

Approval Process

All supplemental pay requests must follow a formal approval process:

  • The employee’s manager and/or department head initiates the request
  • The appropriate senior leader and HR Business Partner must review and support the request
  • Final approval is required from University Human Resources Compensation Services