Become A Temp
Why Should I Apply?
Because working as a UVa Temp can lead to a meaningful and rewarding career at the University. Many temporary positions result in regular, benefited positions with higher levels of job security. In addition, we offer positions that are flexible with a wide variety of assignments, opportunities and occupations.
How Does Temporary Search Group work?
Initially, a University department requests a temporary employee from Temporary Search Group through an on-line request. Based on the department's needs, an evaluation of the pool of applicants begins in order to locate someone who is qualified for the position. If selected, Temporary Search Group Temps will contact you about a specific assignment. The following information is provided: the location, the duties and responsibilities, the hours, the name of the supervisor, the approximate length of the assignment, the rate of pay, directions to the assignment, tips on parking, how to submit your hours worked and how you will receive your pay check. If you have not worked through Temporary Search Group before, an appointment is scheduled for you to complete payroll documents.
How Do I Apply?
Temporary Search Group uses the University’s on-line application system, Jobs@UVa. Candidates interested in working as temporary employee can find a variety of temporary opportunities by clicking on the Temporary Pool button on the Jobs@UVa web page. The various jobs listings that you see posted under the temporary pool category are general categories and may not be actual positions we are recruiting for at the time you apply. However, we will keep your application on file and contact you if we believe your skills and experiences are a match for a position we are trying to fill.
What Temporary Jobs Are Out There?
The University has all kinds of jobs out there, from entry level to specialized positions in information technology, engineering and medical fields. Our most frequently offered positions include: facilities management; data entry; administrative assistants; and housekeepers.
Temporary Staff Employment
Temp/Wage employment is considered "at-will" employment. This means a temp/wage position is temporary in nature and can end at any time. Temp/Wage employees can work a maximum of 1500 hours per fiscal year, which begins each July 1 and ends June 30 of the following year, with the exception of health care professionals. Employees in a temp/wage position must report to University Human Resources before reporting to work to complete the following:
Am I Eligible For Benefits?
Temporary employees are not eligible for benefits with the university. However, as a hired temporary employee you are eligible to apply to our "Current UVa Employees Only" positions.
Criminal Conviction Policy
The on-line Application for Employment requires information concerning law violation convictions including moving traffic violations. Applicants are required to disclose all such convictions (which have not been over-turned) including those which have occurred under a name other than what is on the application. Arrests, as opposed to convictions, should not be noted on the application.
Convictions disclosed on the application form will not be used to influence the selection process if they are not considered by the University to be related to the duties of the position for which application is made. Applicants who do not disclose all required convictions on the application may have offers withdrawn or be terminated from employment for falsification of the application.
It is the policy of the University to conduct criminal conviction investigations on salaried and hourly employees offered employment. As a condition of employment the applicant, at the time offer is made, will be required to sign a statement which authorized the University to have a criminal investigation performed. If the applicant does not sign the statement, or if the results of the investigation are unsatisfactory, the offer will be withdrawn or, if the employee has started to work, employment will be terminated.
Employment Eligibility Verification
The Immigration Reform and Control Act of 1986 was signed into law on November 6, 1986 which requires that a form I-9 (employment eligibility form) be completed by all employees. The I-9 form verifies that the employee has authorization to work in the United States. Section one of the I-9 form must be completed by the employee no later than their first day of employment and section two must be completed by the employer no later than the third business day after employment begins.