The Personnel Change Review Committee (PCRC) Process is newly updated in January 2024. The revised process will help improve turnaround times for budget-neutral requests and ensure a more equitable distribution and sustainability of the mid-year salary pool for requests with budget impact.

As of January 8, 2024, there will be two types of PCRC requests; they are explained in detail below. One type is for budget-neutral requests, and the other is for requests with budget impact. 

CONTINUOUS PROCESS PROCESS (weekly review)

Budget-neutral requests will be reviewed on an ongoing (weekly) basis. Weekly requests must be submitted by noon on Wednesday for review on Friday.

PCRC requests for the following position modifications will run through the continuous approval process. These requests have zero to low-budget impact; below are examples of requests that will be reviewed weekly.

  • Fill a vacancy- an unoccupied or soon-to-be vacant position due to a staff member's resignation, retirement, transfer, or termination.
  • Extend a grant/gift-funded limited-term position.
  • Lateral Transfer: Move to another position with the same salary or job classification with no salary increase (no increase in hours per week or total hours per year). Temporary or permanent
  • New FTE that is grant/gift funded
  • Title Change with no impact on base compensation
  • Interim Duties- Interim pay adjustment/stipend to cover a vacancy or leave
  • Retention- Timely compensation adjustment to retain an employee with a competing job offer

The process is outlined below:

  1. The supervisor/manager will meet with their Division Leader to review the request. 
  2. The supervisor/manager will next review the details with their HR Business Partner. 
  3. If applicable, the supervisor/manager will submit the PCRC request form and attach an organizational chart and/or job description. 
  4. The PCRC reviews the requests, and the manager will be notified if additional information is needed. 
  5. The committee will notify the manager.

QUARTERLY REVIEW PROCESS (quarterly review)

Requests with budget impact will be reviewed quarterly. The first quarterly meeting will be on March 25, 2024. All requests will be due by noon on March 11, 2024. Reach out to your HRBP to discuss and review any PCRC request. The final quarterly meeting for FY24 will be June 17, 2024. All requests will be due by noon on June 3, 2024. The HRBP will help you navigate the process. We will publish the FY 2025 quarterly meeting dates soon.

PCRC requests for the following position modifications with budget impact will run through the quarterly review process; below are examples of requests that will be reviewed quarterly.

  • New FTE- a newly created position within a department or division that will need funding 
  • Increase in FTE Hours- An increase in the amount of hours per week or months per year
  • Department Reorganization- Restructuring and modification of positions within a department 
  • Promotion- A move to a position with greater or substantially different responsibilities that have a higher compensation level 
  • Extend a limited-term position that is not grant/gift-funded 
  • Job Description Changes - A request to update the responsibilities or scope of a job that is either occupied or vacant that will require a compensation change

The process is outlined below: 

  1. The supervisor/manager will meet with their Division Leader to review the request. 
  2. The supervisor/manager will next meet with their HR Business Partner to review the details and anticipated financial ability/needs. 
  3. If applicable, the supervisor/manager will submit the PCRC request form and attach an organizational chart and/or job description. 
  4. The requests are reviewed by the PCRC, and notify the manager if any additional information is needed. 
  5. The committee will notify the manager.

GOALS OF THE PERSONNEL CHANGES REVIEW PROCESS

The goals for the Personnel Change Review Process remain unchanged. The process will still: 

  • Create clear, transparent, and understandable processes (1) to identify and communicate a needed or desired personnel action and (2) to evaluate and resolve each request. 
  • Deploy processes that maximize opportunities to create and maintain a diverse workforce. 
  • Execute the process with the expediency and deliberation appropriate to the situation. In all cases, the timeline should be clearly defined and understood by all. 
  • Process each request with a simultaneous and complementary evaluation of human resources principles (e.g., grade, title, job duties, internal equity, etc.) and budgetary considerations and constraints. 
  • Maximize the effectiveness of limited resources to achieve institutional priorities.

THE PERSONNEL CHANGE REVIEW COMMITTEE 

The Review Committee created by the college to review requests is comprised of the following individuals: 

  • Chief Human Resources Officer 
  • General Counsel and Senior Advisor to the President 
  • Chief Financial and Administrative Officer 
  • Chief Equity and Inclusion Officer 
  • Senior Director of Human Resources Strategy and Operations 
  • Associate Chief Financial Officer 
  • Director of Financial Planning 
  • Human Resources Business Partners

The PCRC will send quarterly recommendations for personnel changes to the President of the College for final review and approval. The PCRC will notify the manager of the position request outcome.

FORMS