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In the March 5, 2026, edition of HappyHR:
- What comes next in the classification and compensation implementation?
- How to talk to Workday!
- Practical tools for setting goals
- Gaye Lynn Scott's view of ACC's latest iteration
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Progress Update on New Classification & Compensation Framework
In January, we shared that the College had completed the study phase of our work to introduce a new philosophy and framework for classification and compensation of staff positions, and that we were pivoting into implementation of the system, designed to improve fairness, clarity, and long-term sustainability.
Since that time, this work has continued with steady focus behind the scenes.
We recently provided a progress update to the Compensation & Classification (C&C) Workgroup comprised of staff association leaders, executive stakeholders, and HR operational partners. We want to share that update and discussion points with you.
Many of these same updates were also presented to the Board of Trustees and shared with employees across the College during open presentations in December.
From Study to Implementation: What This Phase Means
The past year focused on understanding where ACC’s classification and compensation practices had become inconsistent over time, and gathering feedback to inform practices that would be more sustainable. Through partnership with Guidehouse, extensive employee engagement, and leadership review, the College established a new framework grounded in a clear principle:
Jobs should be classified and compensated based on the work the College needs performed, not historical titles or individual circumstances.
We are now in the phase where design becomes operational reality. Implementation means aligning:
- systems
- policies
- job design
- governance processes, and
- decision-making practices
so that compensation decisions across ACC become consistent, explainable, and sustainable over time.
This is deliberate work, and it will occur in phases through 2027, with the bulk of that progress taking place this year.
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How Guidehouse Recommendations Are Being Used
Guidehouse provided national benchmarking and structural recommendations informed by engagement across ACC.
College leadership reviewed those recommendations carefully and is moving forward with an approach that:
- aligns with ACC’s operational and financial realities
- integrates with Workday and institutional systems
- reflects employee and association feedback, and
- supports long-term equity rather than one-time adjustments
Implementation now focuses less on designing the framework and more on ensuring it functions reliably as part of ACC’s everyday operations.
What Has Continued Since January
Since our last update, HR and institutional partners have been working to:
- Align Workday architecture with the new job framework
- Develop compensation tools that support consistent salary placement decisions
- Modernize classification governance processes
- Prepare standardized job description templates tied to job categories
- Establish future annual and exception review cycles for position changes
These elements are interconnected. Completion does not occur when one deliverable launches; it occurs when the entire system operates together.
READ MORE for commonly asked questions and answers, the cultural aspect of this work, and what comes next.
VISIT our classification and compensation webpage for a new dashboard showing progress on this work.
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Meet Your New Workday Sidekick
Our Information and Systems team is always finding new ways to make Workday simpler—and their latest accomplishment is a big one.
Workday Assistant is an AI-powered chatbot that helps you manage HR and finance tasks through simple, natural conversation. Instead of clicking through menus, you can just ask a question in plain English and get what you need.
What can you do with it?
- Check balances: “How many hours of PTO do I have left?”
- Grab documents: “Show me my last paystub.”
- Update information: “I need to change my home address.”
- Find teammates: “Who is [Name]’s manager?”
Where to find it:
Look for the chat bubble icon in the top-right corner of your Workday home screen. Click it, type what you need, and let the Assistant do the heavy lifting.
Need to request Friday off? Just type “I need time off.”
Need a tax form? Ask “Where is my W-2?”
It’s the fastest way to get in, get what you need, and get back to your day.
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How to Plan — and Achieve — Your Team's Goals
The ACC Ombuds Office is hosting a workshop to help teams with GRPI -- Goals, Roles, Processes, and Interpersonal Interactions. The session will help leaders and teams identify goals and offer a tool to plan how to achieve those goals. GRPI functions both as a model on why goal and role clarity are important and a facilitation tool to get your team aligned.
Event Details
Date: March 11, 2026
Time: 12- 1
Location: Riverside
Date: March 12, 2026
Time: 12-1
Location: HLC
Date: March 13, 2026
Time: 11:30-12:30
Online (Link provided at registration.)
Rooted in academic research and providing a practical guide to working with your team around goals big and small, this session is designed for all faculty and staff.
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Leading with Many Voices: A Conversation with the Vice Chancellor of Academic Affairs
From her first days as an adjunct faculty member in 1987 to her current role in executive leadership, Vice Chancellor of Academic Affairs Gaye Lynn Scott has helped shape ACC's evolution. But one belief has remained constant throughout her career: institutions do their best work when more voices are at the table.
“We are stronger when we have more voices in the room. We make better decisions and think through challenges more effectively.”
While early years were defined by ad hoc processes and campus-by-campus differences, today’s college is marked by intentionality, clarity, and consistency. That shift, Dr. Scott says, reflects a deeper commitment to fairness, equity, and predictable systems that serve both employees and students.
From Access to Impact
Dr. Scott describes the evolution of community colleges in three stages:
- Access – Open doors for everyone.
- Success – Supporting students while they are here.
- Outcomes – Ensuring students thrive after they leave.
“We’re now focused on post-completion outcomes including living wages, career mobility, and long-term success. It’s not just about helping students get in or get through, but about helping them build better lives.”
Distributed Leadership: Building the Future Together
A major focus of Dr. Scott's current work is distributed leadership, creating structures that share responsibility, reduce burnout, and expand leadership opportunities across the college. This includes rethinking department chair roles, creating assistant chair structures, and introducing new operational support roles so academic leaders can focus on strategy instead of administrative overload.
“The goal is to free leaders to focus on the big picture: student success, completion goals, and long-term impact — while inviting more people into meaningful leadership roles.”
One North Star
Amid change, Dr. Scott emphasizes clarity and alignment: a shared direction, a shared purpose, and a shared definition of success.
“We’re moving in one lane, toward one goal: student completion, long-term success, and meaningful impact. Everyone has a role in that journey.”
Whether through strategic scheduling, student support, leadership development, or academic innovation, Dr. Scott's message is consistent: the future of the college is built collectively; not top-down, but together.
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Free Learning from Nonprofit Austin
Nonprofit Austin, which began 25 years ago to serve the city's nonprofit community, has broadened its offerings to include free learning opportunities for ACC employees.
In recognition of the financial constraints so many organizations and individuals are facing, and the belief that access to learning should never be out of reach, Nonprofit Austin is now offering single-session learning opportunities at no cost. Those who are able are invited to pay what they can to support the organization's operations. Certificate programs will continue to be offered at their current tuition rates.
COMING UP: The Science of Teams - Wednesday, April 15, 9:30 a.m. - 12:30 p.m.
Visit the Nonprofit Austin website to explore its development opportunities.
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Annie Tang
Total Awards Analyst
Annie walked into the Human Resources office just six months ago, but she has already become indispensable. Her job is to analyze external market data and internal compensation trends to ensure our pay practices remain competitive, equitable, and aligned with organizational objectives. That might mean participating in salary surveys, evaluating job descriptions, managing ad hoc compensation requests, and administering programs such as PAP (Period Activity Pay) allowances and compensation changes including TAP (Temporary Assignment Pay). We asked Annie some questions to get to know her better.
What’s one small thing you do at work that makes a big difference for others?
I double-check the details. In compensation, small errors can create big impacts, so accuracy and proactive communication make a meaningful difference.
What part of your job feels the most meaningful to you?
What feels most meaningful to me is helping ensure fairness and equity in pay. Compensation directly impacts people’s livelihoods, motivation, and how valued they feel. Knowing that my work helps create consistency and fairness across the organization makes it especially rewarding.
What’s something people misunderstand about HR?
Many people think HR is mainly responsible for hiring, disciplining, and firing employees because those are the most visible parts of the job. In reality, HR oversees the entire employee lifecycle — including staffing strategy, compensation and benefits, onboarding, performance management, and employee development — all while aligning people practices with the company’s mission and long-term goals. HR isn’t just administrative; it’s a strategic partner that helps shape culture, drive performance, and support sustainable growth.
What’s one thing that always improves your day (at work or at home)?
A collaborative conversation where we work through a complex problem together and leverage teamwork to find solutions and achieve our goals.
What’s a piece of advice you’d give a new ACC employee that isn’t in any handbook?
One piece of advice I’d give a new employee is to take time to understand how decisions are made and what drives the business. Ask questions, stay curious, and build relationships across teams. The more context you have about priorities and goals, the more effectively you can contribute and grow.
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New Wellness Portal Launched
On March 2, our Employee Assistance Program (EAP) partner, AllOne Health, launched a new member portal that offers a more seamless, easy-to-use experience that matches the AllOne Health App and makes it even easier to access EAP services and whole-person care.
If you already use the AllOne Health App, log in with the same credentials. If you have not yet registered for the app, you will need to create an account. Your login will work for both the app and the member portal.
Click here for sign-up instructions and you can view an orientation video here.
As always, confidential support is available to you and your household members 24/7 through AllOne Health.
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Shop & Win
Employee Appreciation Day is March 6, but our partners at Beneplace are celebrating all month.
Visit the ACC Advantage Discount Marketplace during March for a chance to win a $25 voucher to spend in the marketplace. No
purchase necessary, simple log in for a chance to win. There will be multiple winners!
The Marketplace offers ACC employees discounts on travel, electronics, restaurants, rental cars ... even pet insurance! If you don't have an account yet, you can sign up here.
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