Scenario #1:

John is going to be out of the office for six weeks because he is getting a hip replaced. One of his direct reports, Larry, has been selected to be the “acting manager” while John is out of the office recovering.

John doesn’t talk to HR. He tells Larry that the opportunity to be the “acting manager” is a way for him to demonstrate his ability to oversee the department and gain managerial skills and experience. This will help Larry’s career development in the long-term and he’ll be more visible to the senior leadership team. No additional compensation is offered.

Scenario #2:

Sarah is going to have a baby and will be out of the office for 12 weeks. Bob has agreed to step into her role as the “acting manager” for that time.

Sarah talked with HR, and they are going to provide Bob with an “acting manager” stipend for the 12 weeks. They want to recognize Bob’s willingness to do higher-level work and are looking forward to seeing him grow and develop his managerial skills and experience.

Questions:

How would you calculate the “acting manager” stipend for Bob?
How would you solve the pay inequity that exists between these two scenarios?
Does your employer have a written “acting manager” pay policy?
Have you personally received “acting manager” pay at some point in your career?
Do you agree with paying employees more (a base pay change, stipend, or bonus) for being an “acting manager”?

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