Rutgers has contracted a number of short-lived staffing companies to assist departments with procuring contingent workers for their momentary staffing needs. The permissible reasons to get contingent workers are to maintain coverage throughout a temporary leave of absence or holiday, to attend to needs developed by a vacant routinely appointed position throughout active recruitment efforts, and to assist with a short-term increase in workload. These short-term situations should not postpone or in any method hinder filling vacant regularly selected positions and contingent employee assignments might not surpass one year.

The newest-and expanded-list of contracted providers and the associated brand-new policy and process broadens the swimming pool of immediately readily available candidates for momentary assignments, standardizes practices at the university, leverages systemwide expense savings, and offers more alternatives and flexibility to working with units. The list is readily available on the University Procurement Services devoted page for Temporary Staffing. General guidelines for using short-term staffing services include the following:

General Guidelines for Using the Temporary Staffing Services

- At the time of the request, departments notify suppliers if the position requires a healthcare background check. All positions in RBHS or other Related Healthcare Entities need a healthcare background check. A department is in a Related Healthcare Entity if the school, unit, or department bills federal or State programs for healthcare-related goods or services.
- Departments with momentary staffing requirements need to utilize one of the preferred contracted providers.
- Departments might request momentary staffing by asking for prospects from all agencies simultaneously or selecting a particular firm or companies with which they wish to engage for a candidate search. Once you have completed your search, you will be required to process a requisition to obtain an order for the contracted provider.
- Any agency fees related to transforming a contingent employee to a Rutgers staff member will be credited the hiring department.

Please describe University Policy 60.1.37, Use of External Contingent Workers Contracted through Temporary Labor Suppliers, for compliance requirements. A Short-term Staffing/ Contingent Worker Request Form approved by your Temporary Staffing Approver is needed for all demands and will be connected to all requisitions in RU Marketplace to develop new POs and to modify POs e.g. including funds, and so on. To identify your Temporary Staffing Approver, call your department's Business Manager. To learn more, please view the FAQs listed below.

Temporary staffing agencies have an established network of candidates and employees. Recruiting is the business's main core competency, so they have the ability to recognize extra prospects to fulfill the momentary requirements of our departments promptly. Agencies recruit and hire or retain contingent employees capable and offered to perform the work, and departments have the ability to interview and select prospects for positioning on task. Agencies carry out the pre-employment screenings and are responsible for any relevant payroll, taxes, unemployment, employees' payment insurance coverage, benefits, and other personnel matters.

The most present list of contracted suppliers is available on the University Procurement Services committed page for Temporary Staffing.

Departments will be able to demand candidates from all contracted suppliers concurrently or choose a specific contracted provider or suppliers with which they would like to engage for a candidate search. Once your department has engaged supplier(s) and chosen a candidate, the supplier will offer a Declaration of Work (SOW) referencing the Rutgers contract with at least the following details: (i) the work project; (ii) name of the candidate; (iii) costs rate; and (iv) regard to the assignment. The department ought to then finish an appropriation in RU Marketplace, through the Service Request type and attach the authorized SOW.

Conversion charges represent a percentage of the worker's annual base pay that the department accepts pay must you choose to hire that worker within a certain timeframe. In specific situations, a fee will not be owed.

Rutgers needs an invoice per contracted provider to be sent out straight to Account Payable at accountspayable@finance.rutgers.edu with the needed Purchase Order number plainly determined on the invoices. Undisputed invoices will be paid within 45 days of invoice of billing to the contracted provider.

Many suppliers will supply direct positioning services.

Yes, nevertheless this is solely at the discretion and pre-approval of the department.

Rutgers needs necessary background examine all contingent workers. The contracted supplier shall be financially accountable for the background checks. There will be no billing or charge to Rutgers University for charges connected with background checks.

It is the duty of the requesting department to notify the suppliers if the position requires a health care background check. All positions in RBHS or other Related Healthcare Entities require a healthcare background check. A department remains in a Related Healthcare Entity if the school, system, or department bills federal or State programs for healthcare-related items or services.

The provider will supply sufficient testing and training of its current and prospective staff members or professionals in order to guarantee skill levels are satisfied for any particular job certification(s) before referral or positioning at any Rutgers work areas.

Yes, contingent employee projects may not exceed one (1) year from their initial start date on their existing project. Contingent workers presently on project for more than one (1) year may not be extended. Contingent employees who were on project for a one (1) year period must have a break in service of a minimum of six (6) months prior to resuming any contingent worker services for the University.

The agency will get rid of contingent workers unacceptable to Rutgers University immediately upon alert. When a circumstance has actually not worked out, a department might choose not to replace the contingent employee or demand a replacement. Rutgers University may likewise pick to replace the contingent worker with a candidate from other approved providers if needed. Please get in touch with the short-term agency concerning their billing policy for unsatisfactory contingent workers.

Access to details systems within Rutgers University is offered at the discretion of the department acquiring the contingent worker.

The department can sponsor the employee as a visitor and send ask for guest NetIDs through the Guest Request System. Information for acquiring a visitor ID card is offered in the Guest ID Card Process Guide.

Yes. It is advised that departments interview all candidates prior to selecting a contingent employee for positioning on the project.

Departments which have exhausted all authorized avenues for short-term staffing may request an exception from the recognized process by sending an email, detailing the staffing needs and steps required to fill the requirement through the approved providers, to Clayton Cole, Talent Acquisition Manager.

Class 3 and Class 4 Temporary Staff

The availability of momentary staffing services does not impact a department's capability to utilize Class 3 or Class 4 short-term personnel. Departments can continue to deal with University Human Resources (UHR) and our talent acquisition personnel in the recruitment of Class 3 and Class 4 workers through the Recruitment, Onboarding and Classification system (ROCS). The contracted momentary staffing agencies are meant to supplement the staffing needs of the university community.