- A. General. An agency head may assign an employee to a special duty assignment in the employee’s current classification or a higher classification. A special duty assignment is temporary and is not a promotion.
B. Pay and eligibility. An agency head may add special-duty pay to the employee’s base pay. If the special duty assignment is for a different or higher classification, the agency head may authorize a pay rate within that classification. A special duty assignment is subject to the following conditions:
- 1. The assigned employee meets the minimum requirements of the special duty classification; and
- 2. The assigned employee performs the duties of the assigned classification.
- C. Review by Council. Special duty assignments shall be biennially reviewed by the Council no later than September in even numbered years.
- D. Return to regular duty. Upon completion of a special duty assignment, the agency head shall discontinue special duty pay and reassign the employee to the previously held position or to a similar position in the same classification at the employee’s normal pay level.
Historical Note
New Section adopted by final rulemaking at 6 A.A.R. 2090, effective May 10, 2000 (Supp. 00-2).