Interim is the term used to describe a person appointed to a position temporarily until a permanent replacement is identified. It follows the dictionary meaning of during the “interim period.” The term also denotes the fact that there is a vacant position. It is often confused with the term acting and the two terms are often used interchangeably, though technically they are different. Acting describes an appointment wherein the person who normally holds a position is not available. Usually it implies that there is no vacancy, just a temporary absence of the person who normally holds a position. An example would be, a person is an acting president because the president is ill, out of the country, or on a sabbatical. Acting candidates are assumed to hold the full power and authority of a position for a limited time. It is often confused with the term interim and the two terms are often used interchangeably, though technically they are different. Tips and Advice Interim candidates serve between permanent appointments and Acting candidates serve during the absence of appointees. The terms Acting and Interim are generally used to describe more senior or executive appointments, though not exclusively.
While it is not definitive, the intent of most interim assignments is to manage the existing affairs of a position. Interim candidates are usually not expected to make any bold changes, chart new courses, or make policy decisions that are inconsistent with their predecessor – assuming their predecessor left on good terms. They are usually charged with “holding down the fort” until a new leader is selected. Additionally, it is usually an unstated fact that the interim appointee does not possess the full measure of authority that the regular person would hold. This reflects why there is little expectation that they will make bold personnel, budget, service or other decisions that might conflict with an organization’s strategy, operations or policies. Yet, sometimes interims are given a charge to make certain changes that are in the best interest of the organization—such as reorganize or make difficult personnel decisions—that would prepare the organization for a new leader to begin with a fresh start and not have to take on potentially unpopular or difficult decisions as soon as they arrive.
Finally, most often interim candidates are not allowed to be candidates for the permanent position—though this is not always the case. The appointing authority will often ask the interim candidate to accept the appointment with the condition that they do not pursue the regular position when a search commences.
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