As we have previously communicated, the university has taken several measures to more strategically use our personnel resources. This includes reducing reliance on extra help, additional pay and non-essential overtime. We have seen noteworthy improvement in reducing additional pay but are not on track to meet specific goals related to extra help and non-essential overtime. Division and college leadership are working to address the gaps and find appropriate, strategic solutions, and Human Resources will continue to approve non-essential overtime.
In our Jan. 23, 2025, message, we shared that Senior Associate Vice President and Chief Human Resources Officer John Acardo had assembled a cross-functional team of budget, finance and business managers, along with colleagues from DoIT, to identify best practices in position-control from peer institutions. The team developed recommendations specific to staff positions that were reviewed by leadership, deans and shared governance groups. Effective immediately, the university is implementing the recommendations with a new position-control process for staff positions. Faculty, extra help, student positions and positions funded by grants or Foundation accounts are excluded.
Staff position-control will help the university strategically manage its workforce by tracking positions, identifying resource needs and planning for operational demands when vacancies arise or new roles are proposed. The Staff Position Control Review Group (SPCRG)—comprised of the executive vice president and provost, the vice president for Finance and Administration/chief financial officer and the chief Human Resources officer—ensures a thorough and standardized review process. The group will meet biweekly to assess position requests, considering organizational needs, classification and equity. Requests must be endorsed by the division leader before submission, and outcomes can include approval, modification or denial, with any appeals directed to the chief strategy officer.
When a staff position becomes vacant, supervisors must promptly notify Human Resource Services, which will guide next steps, including benchmarking and obtaining division leader input and support. Funding and the position will be frozen for 60 days unless an exemption is granted by the SPCRG. Expedited reviews can be requested for critical positions.
