1212 - Temporary Appointments (TAU) (Historical View)

** Effective: 4/19/2018 2:47:23 PM - 12/17/2019 1:22:49 PM **

Status: Active

Change Notes

Resource updated: added "(on Grapevine)"



Audience List


This policy:


The temporary appointment (TAU) process provides departments an opportunity to fill a vacant position on a temporary basis when all other hiring options have been exhausted.


Making appointments to fill vacancies through the use of the TAU process should be minimized, when possible. Diligent annual examination planning should greatly reduce the need for this appointment method. However, when there is no employment list from which a position can be filled, departments may choose to fill the position through the TAU process.

Departments, boards, agencies or other appointing powers that make hires through TAU must periodically review their current temporary appointments to continually examine the appropriateness of continuing to employ a temporary employee for an extended time frame.

The following are limitations, restrictions or requirements to be considered for using the TAU process:


HR offices that are considering using the TAU appointment process are required to complete a TAU Determination Worksheet. This tool must be used to determine if the intended TAU appointment is appropriate to fill the vacancy.

The time of persons who work in a TAU assignment must be counted in a specific manner. The days worked to be counted are every day worked, including partial days worked and paid absences. For counting the 12-consecutive months, the first pay period worked is the first month of the 12-consecutive month timeframe. The maximum number of days worked, 189 days, refers to the amount of work each employee who is in a temporary assignment may work, not the total number of TAU hours an entire agency may utilize in a 189-day timeframe.

TAU appointments are permitted when all the following conditions apply:

  1. No current eligible list for the classification exists
  2. No eligible candidates on an open, promotional or reemployment list are interested in the position
  3. Existing open lists have three or fewer eligible candidates interested in the position
  4. Eligible candidates on an open, promotional, or reemployment list do not meet the vacancy criteria (e.g., location, time base)

Documentation and Retention

The HR Office is required to maintain the appropriate documentation pertaining to the TAU appointment. Below is a list of documents that must be retained for five years:

  1. Job posting advertising the vacant position
  2. TAU Determination Worksheet
  3. Selected candidate’s application (STD Form 678)
  4. Written record(s) of periodic reviews of the continued need for the TAU appointment
  5. Written records of the days, months, and hours worked by temporary employees

All documentation is subject to review by the State Personnel Board and CalHR.




Authorized By

Contact Person

Christina Lopez
Policy Advisor, , Selection Division
Phone: 916-323-0860
Email: SDPolicy@calhr.ca.gov

Superseded Policies

Not Applicable.