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In the January 16, 2026, edition of HappyHR:
- What's next for Classification and Compensation?
- Which group of ACC employees is largest? See below.
- Exercise classes about to start!
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Implementation of ACC’s New Classification & Compensation Framework Begins
Dear ACC Colleagues,
We’re entering a new chapter in how jobs and compensation are structured at Austin Community College. After over a year of research, collaboration, and listening, ACC has completed the study phase of our Classification & Compensation work. Implementation is now underway.
While not every detail is finalized, the foundation is clear and already in motion. This new framework is built to improve fairness, clarity, and long-term sustainability; and it represents a major step forward in aligning our HR systems with the Values and strategy of the College.
Why Change Was Needed
Over time, job titles, pay practices, and job descriptions had grown inconsistent. Employees with the same title were sometimes doing very different work, or being paid differently. Meanwhile, others doing the same work held different titles. These issues made it hard to explain pay decisions and eroded trust across teams.
What’s Changing
The new job architecture organizes all staff positions into 12 standardized job categories like Coordinator, Specialist, Manager, and Director, paired with 14 simplified pay bands (reduced from 21). This reduces compression, improves equity, and helps make pay decisions more explainable.
Most importantly, this new framework is competency-based: jobs are classified by the scope, responsibility, and impact the College needs from a role - not the person currently in it. Compensation decisions are made using clear, consistent criteria such as:
- Job responsibilities and required qualifications
- Market data
- Internal equity
- Relevant individual experience
What We’ve Done So Far
We reviewed 1,297 positions. Based on this review:
- 437 positions received salary adjustments
- The average increase was approximately $5,500
- 121 employees received increases of 10% or more
- No salaries were reduced
- The College invested $2.4 million in these adjustments
Many adjustments were due to reclassifications; some were informed by market benchmarking, which showed that ACC already pays competitively in most areas.
What’s Still to Come
We’re approaching implementation in phases. Here’s what’s next:
- Integration into Workday: Job architecture and pay bands will be reflected in our systems
- Publication of job categories, pay bands, and governance
- Release of a modernized compensation manual
- Alignment of hourly workforce and modernization of processes
- Update of job descriptions across the College using a standard template
Two divisions - Student Affairs and Basic Needs - were temporarily excluded from the initial implementation due to active restructuring. These areas will be reviewed later this year using the same framework to ensure alignment.
Why It Matters
This is about more than pay. It’s about building trust, improving transparency, and creating systems that are fair, explainable, and adaptable to the future of work. It’s also a critical step in advancing ACC’s North Star: improving student success by ensuring that our people, structures, and investments are aligned for impact.
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We know this process has raised questions, and change takes time. Your HR Business Partners are here to help you understand how this affects your team or your role. You can also explore our Compensation & Classification Resource Hub to learn more.
I'd like to thank the entire HR team for leaning in to this important project, especially those charged with the lion's share of the work: Shared Services Supervisor Prisca Baker (who you'll get to know letter in this newsletter!), Managing Director Elma Benadides, Total Reward Supervisor Kelly Clennan, Shared Services and Total Rewards Manager Alisol Martinez, and Total Rewards Analyst Annie Tang.
On behalf of all us, thank you for your patience, your commitment, and your trust. We’re honored to be your partners in this work.
With appreciation,
Kelly Torrico
Vice Chancellor, Human Resources
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Help us Go Paperless this Tax Season
It's almost tax season, and this is our annual reminder to make sure all your personal information on file at ACC is up to date. If you've moved in the last year but haven't changed your home address in Workday, delivery of your W-2 is likely to be delayed.
We'll also be sending out 1095s, which serve as verification you have health insurance. You don't typically need to provide this document when you file your returns, but it may help you prepare in preparing them. We prefer to send your 1095s electronically, so if you'd like to help us save some trees, please change your election in Workday. Just go to Your Profile, select Pay, then click on the Tax Documents tab.
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Introducing the Interim HR Business Partner
A valued member of the HR team is taking on a new challenge. While HR Business Partner Aly Wang is out on leave, Devynn Devilbiss has been named Interim HR Business Partner.
In her day-to-day role as a Workday process analyst, Devynn works behind the scenes, navigating the hidden depths of Workday to build smarter, more efficient pathways for employees. The HR Business Partner role, however, is a very different experience—one that centers on people, not systems. Instead of configuring processes, Devynn is spending her days meeting with employees, offering guidance, and helping navigate complex and sometimes difficult situations.
Devynn began her career as an elementary school special education teacher, where she thrived in a people-facing role and discovered her passion for serving others. Now she's enjoying new opportunities to connect and work directly with people in the Business Partner position.
“Stepping into this interim role has been a refreshing and energizing change," Devynn said. "It’s pushed me out from behind a screen and into conversations, connections, and real-time problem solving. I’ve met more people in a short time than I had in years before, and it reminded me how much I value the human side of this work. I really enjoy being able to share information, support others, and help make someone’s day just a little easier.”
“Devynn brings a rare combination of grit, heart, and a true ‘how can I help?’ spirit to her interim HRBP role," HR Vice Chancellor Kelly Torrico said. "It’s been energizing for the team to learn from her, and to watch her confidence and impact continue to grow.”
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| | Devynn's campuses include Highland, HBC, Service Center, Elgin, Eastview and Rio Grande. | | |
Deadline Nearing for Joining Theory of Change Network
The Theory of Change Network is inviting your participation in the new cohort starting this month. Chancellor Russell Lowery-Hart plans to join meetings regularly have interactive conversations about his vision for leadership and other important Theory of Change work.
Anyone can register, but first you'll need to earn a badge that shows you have common knowledge on key topics. To earn it, you'll take an online course and score at least 80 percent on the quiz at the end.
Meetings are held on the last Monday of the month. Regular attendance is expected. There may be short assignments throughout the month. Participants are urged to get their supervisor's approval before making the commitment.
The deadline for signing up is January 19. Learn more, earn your badge, and register here.
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New Faces in ACC Classrooms
As students return to classes next week, there'll be 20 new full-time faculty on the job. Five were external hires and the rest were internal. And we brought in more than 120 adjunct faculty members to fill all the sections our students are asking for.
At the end of December, we took a look at the bigger picture, and thought you might like to see the size of each category of employee.
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Prisca Baker
Supervisor, Shared Services
Prisca Baker has been on the front lines of the Classification and Compensation work that has consumed the HR department over the past year. Her exemplary work led to a promotion to Supervisor. We asked her to tell us a little more about herself.
Describe the work you do. What are your primary responsibilities?
My primary responsibilities revolve around the recruit to hire process. Along with my team, I strive to streamline & shorten the hiring process while providing excellent customer service. We’ve processed hiring tasks for over 150 full-time faculty and over 270 staff for FY26 so far. Plus hundreds of hourlies and adjuncts. I personally tend to dabble in a little bit of everything, as everyone who knows me knows I have an opinion about everything - and sharing is caring!
How long have you been at ACC?
I started in ACC HR as a Benefits Technician in January 2011 and held a few positions between HR and Payroll until I had a break of employment during the pandemic. I came back as a full time employee in June 2021. I’ve actually held 8 different positions at ACC!
Is there any relevant past work history you’d like to mention?
Most of my career is HR related, but I have also worked in a law office, for a real estate Investment company, and co-owned my own repair business with my husband.
What have you learned about leadership in your new role of Supervisor?
That my team is everything - they are my strong foundation. I honestly didn’t think I was cut out to be a supervisor, but I really love my team and I have found that I’m very invested in their professional development. I want to see them succeed and I feel very proud of them as we complete a lot of big projects. It’s been a lot more rewarding than I thought it would be!
What is your favorite ACC Value and what does it mean to you?
Compassion is my favorite value because I think this world really needs more of it. We all get a little cynical sometimes, but I try to see the world through other’s eyes whenever possible. There is a lot of hurt out there and we can usually ease it just a little by listening with an unbiased ear. Every day I try to work compassion into my dealings with coworkers and customers alike.
If you could wave a magic wand, what would you wish for?
World Peace? Solve World Hunger? Solve Homelessness? All of that would be especially nice, but if I’m thinking of only myself, I’d love to live on a remote island with my family & cats with a portal to anywhere I wanted to go. After all, planes are so yesterday, portals are today!
What’s a fun fact most people don’t know about you?
I think I’m way funnier than I actually am. But I love it when people laugh, so I have to try! Maybe Joy should have been my favorite value! Also, I know how to solder small components onto circuit boards. Go figure!
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Sweat it!
Fulfill one of your goals for 2026 by signing up for ACC's exercise classes. They start January 26, but registration is open now. It will cost you nothing but sweat and tears. Just keep reminding yourself how good it feels when you're done!
Choose from yoga, pilates, strength conditioning, zumba, cardio dance, and more.
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Become an Exercise Star
Exercise Stars, the annual exercise incentive program for ACC employees, is back for a 10-week run starting January 26. It's open to all fitness levels and is designed to encourage you stay active and help your campus win the prized "Most Active Campus" trophy. All you need to do is track your weekly exercise minutes.
View challenge rules here.
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WE WANT TO HEAR FROM YOU! |
| Past happyhr newsletters can be viewed on our website here! | | | | |
