Establishing Limited Appointments

Limited appointments are temporary staff positions intended to be short-term, with an appointment duration not to exceed 1,000 hours in a 12-consecutive-month period. These roles provide departments with flexibility while ensuring alignment with UCLA’s employment policies and collective bargaining agreements (CBAs). Before engaging a contingent worker or temporary staffing agency, departments are encouraged to first consider hiring a limited appointment employee. 

This page offers general guidance on hiring and managing limited appointment staff. Departments are responsible for monitoring compliance and ensuring limited appointments are used appropriately.

How to Hire Limited Appointment Staff 

If your department intends to fill a position as a limited appointment: 

1. Position Classification 
   Submit the position description to CHR Compensation for classification.
2. Direct Hire or Competitive Recruitment

• A competitive recruitment is recommended to promote fairness and transparency.
• However, if recruitment is not feasible and you have a viable candidate available, the department may proceed with a direct hire into the limited appointment role—without posting the position on UCLA Career Opportunities.
• If no viable candidate is available, departments may request support from CHR Talent Acquisition & Workforce Planning to post the position and generate a pool of qualified applicants.

1. Work with your Department Human Resources or HRPOC (if applicable) for steps to officially hire and onboard Limited Appointments. 

NOTE: CHR approval is not required for filling a limited appointment that is designated for under 1,000 hours per year. 

Monitoring and Compliance 

• Departments must monitor hours monthly to ensure limited appointees do not exceed 1,000 hours within any 12-consecutive-month period.
• Some CBAs may allow exceptions to this limit. Consult CHR Employee & Labor Relations for guidance if your employee is represented by a union.
• Department Human Resources must clearly communicate terms and limits of employment to limited appointment employees and hiring managers. 

Converting Limited Appointments 

A limited appointment may not be converted to a career or contract appointment without one of the following: 

• A formal recruitment process, or
• An approved Waiver of Recruitment 

If an employee exceeds the 1,000-hour limit within 12 months without one of these processes in place, the department is required to:  

1. Consult with CHR Employee & Labor Relations and your CHR Talent Acquisition Consultant to address a Policy-Required Conversion steps.
2. All Policy-Required Conversion are documented and subject to federal audit. 

Questions?

If you have questions, please contact your Campus Human Resources Talent Acquisition Consultant (TAC).