Please plan ahead. Temporary Researcher recruitments can take up to four to five weeks from the time a complete hiring request is submitted to CIRES HR through final hiring approval.

The timeline may vary depending on:

• Position development and approvals
• Compensation determination
• Finance review and funding confirmation
• Required posting period (minimum three business days)
• Applicant review and interviews
• Candidate responsiveness
• Background check processing
• Central HR review and approval

Positions classified as Temporary University Staff may take additional time because Central HR intake and posting approval are required before recruitment can begin.

Supervisors are encouraged to contact CIRES HR as early as possible when anticipating a hiring need. Delays in providing position information, reviewing applicants, completing interviews, or signing required documents may extend the overall timeline.

Contact CIRES HR

To begin the hiring process, email:

cireshr@colorado.edu

Include as much of the following information as possible:

• Position title (if known)
• Candidate name (if known)
• Proposed start date
• Anticipated end date
• Funding speedtype(s)
• Job duties
• Estimated hourly rate
• Supervisor name
• Work location
• Whether you have a targeted candidate in mind
• Whether this position is commensurate with any peers

Work with CIRES HR to develop and finalize the position description.

CIRES HR uses the CIRES Job Description Template to ensure consistency and compliance with university requirements.

Be prepared to provide:

• Position duties and responsibilities
• Minimum qualifications
• Preferred qualifications
• Proposed hourly rate
• Appointment dates
• Funding information
• Work location
• Supervisor information

CIRES HR will use this information to determine the appropriate appointment type and create the recruitment posting.

Similar to benefitted full-time Research Faculty and University Staff, the Colorado Equal Pay for Equal Work Act requires us to post the salary in all job ads (and we cannot offer a salary outside of the posted range).

Colorado Pay Transparency Requirements
Under the Colorado Equal Pay for Equal Work Act:

• Job postings must include the compensation rate or compensation range.
• The current minimum temporary employee rate is $18.90 per hour.
• Effective January 1, 2027, the starting wage at CU Boulder will increase to $19.29 per hour for staff

Again, similar to full-time benefitted faculty and staff, CIRES HR and the Hiring Supervisor will work together to determine the salary range for the posting in consideration of the following factors:  

• CIRES Functional Title 
  • Functional Titles are tied directly to compensation market data, so it’s important to assign this correctly: The functional title should reflect the majority (50% or more) of the overall role and its scope of responsibility. Functional title descriptions represent a primary area of work that may span multiple sectors, so the descriptions remain purposely broad. Please select the functional title that best aligns with the overall nature of work at CIRES.
• Career Track Level(s) 
  • To help CIRES HR determine the appropriate hourly salary range, assess whether this temporary role aligns with CIRES career track definitions in InsideCIRES and the level at which you need to fill the role. The complexity of the duties, the expected level of independence, and leadership expectations will all factor into this decision. For example, you may determine that this temporary role is equivalent to a position at the RS1 or RS2 level. As a temporary employee, they will not be assigned a career track level, but the assessment will help determine the hourly salary.
• Determine whether peers are in similar roles; this will also help determine the salary.

Before recruitment begins, CIRES HR will:

• Review funding information
• Coordinate with the assigned Finance Manager
• Obtain required approvals
• Create the position number
• Complete required Research Faculty HR documentation

You may be asked to:

• Review the finalized position description
• Confirm funding information
• Sign required approval documents
• Provide clarification regarding job duties

Prompt responses help prevent delays in posting the position.

Important Recruitment Rules

• Positions are generally posted for at least three business days.
• All applicants who meet the minimum qualifications must be reviewed.
• Hiring decisions must be based on job-related qualifications.
• Most temporary positions will require at least one letter of recommendation 

Once approvals are complete, CIRES HR will:

• Create the requisition
• Submit the posting through the Search Committee Portal
• Coordinate approvals with Research Faculty HR
• Monitor posting status

Supervisor Responsibilities

When the posting goes live:

• Review the posting for accuracy.
• Share the posting with your network, if appropriate.
• Provide the posting link to any targeted candidate.
• Remind candidates of application deadlines.
• Ensure targeted candidates apply before the posting closes.

Applicants who do not apply through the official application process cannot be considered.

After the posting closes, CIRES HR will notify you of the applicant pool and provide guidance as needed.

Supervisor Responsibilities

You must:

• Review all qualified applicants.
• Evaluate candidates fairly and consistently.
• Document selection and non-selection reasons.
• Conduct interviews, if appropriate.
• Consider all applicants who meet minimum qualifications.

When additional qualified applicants are received, supervisors may be required to further evaluate candidates before making a final selection.

Once you have identified your preferred candidate:

1. Notify CIRES HR.
2. Discuss the proposed salary and start date with CIRES HR, if necessary.
3. Provide candidate selection rationale and disposition reasons for applicants not selected.
4. If the proposed salary is within range and CIRES HR approves, you can make a verbal offer.
5. Ensure we have received at least one letter of recommendation for the final candidate.

CIRES HR will then coordinate:

• Candidate status updates
• Background check initiation
• Internal approvals
• Hiring Documentation

After a finalist has been identified, CIRES HR will prepare the CIRES Hiring Checklist.

Supervisor Responsibilities

• Review the checklist.
• Verify position information and funding.
• Sign the checklist through DocuSign.

Completing it promptly helps avoid delays in issuing the offer letter.

CIRES HR and Talent Acquisition will coordinate this process. Background checks can take up to two weeks to finalize. This is outside CIRES HR's control. 

Supervisor Responsibilities

• Remain available if additional information is needed.
• Do not allow work to begin until all required approvals are complete.

CIRES HR will prepare the official Temporary Researcher Offer Letter.

Supervisor Responsibilities

• Review appointment details.
• Verify dates, salary, and funding information.
• Sign the offer letter in DocuSign when routed.

Once all required signatures are complete, the candidate will receive the offer letter for signature.

Research Faculty HR will enter the hire into HCM after:

• Recruitment requirements have been satisfied.
• The background check has cleared (if required).
• All approvals have been received.
• The signed offer letter is complete.

CIRES HR will notify you once the hire is fully approved.

After the hire is approved, CIRES HR will send the employee a welcome email and cc the supervisor.

Supervisor Responsibilities

Before the employee's first day:

• Arrange workspace, if needed.
• Request technology and system access.
• Coordinate equipment needs.
• Develop a first-week schedule.
• Schedule introductions with colleagues.
• Review job expectations and project assignments.

CU Boulder uses different temporary appointment types depending on the nature of the work being performed.

Temporary Researcher

Typically used for employees performing research-focused work.

Temporary University Staff

Typically used for positions with significant administrative, operational, programmatic, or support responsibilities.

CIRES HR will determine the appropriate appointment type based on the duties of the position.

Important: Positions with primarily administrative responsibilities will generally be hired as Temporary University Staff. These recruitments require coordination with Central HR and may take up to two weeks to post because an intake meeting is required before recruitment can begin.

Before moving forward with a temporary hire, supervisors should be aware of the following requirements:

Appointment Duration

• Temporary appointments are limited to a maximum of 12 months.
• Temporary employees are paid on an hourly basis.
• Temporary employees are generally not eligible for health insurance benefits or vacation leave.

Breaks in Service

University rules require breaks in service between temporary appointments:

• 3-month break following a temporary appointment of up to 9 months.
• 6-month break following a temporary appointment lasting 9-12 months.

If you are considering extending an existing temporary employee or rehiring a former temporary employee, contact CIRES HR to review eligibility before making commitments.

Moving to a Research Faculty Appointment

A Temporary Researcher cannot simply be converted into a Research Faculty position.

A formal recruitment process is required before an individual can be appointed into a Research Faculty position.

Temporary researchers and temporary university staff are paid on a bi-weekly basis.

Hiring managers should review the Bi-Weekly Payroll Calendar and ensure time is approved by published deadlines to avoid payroll delays. Although this is a work-study page, it outlines the bi-weekly payroll calendar the most clearly.

MyLeave Instructions for Bi-Weekly Employees