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Workforce Planning for FY2010, has been modified due to the uncertainty of the budget. This means that only requests that address employees who are misclassified (and the associated compression adjustments) can be submitted and reviewed for possible adjustment. Without adding significant dollars to our base budget, this modified process will allow NAU to address the most critical classification issues for staff. This process, expected to begin no later than January, with corresponding adjustments to be effective not earlier than July 2010, is contingent on funding availability and is subject to change based on budget circumstances.
VP's deans, directors, and department heads will be notified by HR when the FY2010 process begins. The workforce planning database will be updated in the meantime, but no review or actions can begin until the process is rolled out, no later than January.
Workforce Planning establishes a specific time for the submission of reclassification and salary equity requests for classified staff and service professionals, which normally aligns with the University’s annual planning and budget cycle. Human Resources will provide staff salary analysis, market information, and internal equity data to vice presidents and unit managers that will assist them in making decisions about priority classification and compensation issues.
Reclassifications and salary equity requests will be effective prospectively, at the beginning (or within) the upcoming fiscal year, and unit managers may submit requests based on justifiable need. In order to maintain operational flexibility, some requests will be allowed mid-cycle, which may include program changes that require reorganizations or consolidations for efficiency and savings.
Frequently Asked Questions (FAQs)
Typical Workforce Planning Steps and Timeline:
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January
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Human Resources provides organizational staff salary planning information and workforce planning materials to vice presidents and provost for their review and dissemination to deans, directors, department heads and managers.
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January – February
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Annual window for deans, directors, department heads and managers to analyze staffing issues and meet with Human Resources. Complete requests for reclassification and salary adjustments in workforce planning database by February 28. Deans, directors, department heads notify VP/Provost when database is finalized with requests.
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March – May
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Human Resources analysis and recommendations; VP/Provost and HR review, VP/Provost level approvals
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May
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President’s review and final decisions made
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June
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Deans, directors, department heads and affected employees notified of approved changes
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July
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Effective date of approved salary adjustments and reclassifications
(Under certain circumstances a later effective date may be appropriate.)
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Below are some of the actions that may be considered for processing mid-cycle:
- Clerical or unintended errors
- Major reorganizations involving,
- program changes
- reporting structure changes
- consolidation of positions for efficiency
**Reorganizations may be appropriate circumstances for the use of special or interim assignments.
- Major market shifts
Managers can contact their HR Generalist to determine if mid-cycle request may be appropriate.
Vacant positions may be reclassified at any time during the cycle using the existing process.
The following tools are provided to assist management with the Annual Workforce Planning Process:
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