Between our feedback form, TDX tickets, and the weekly HR Open Forums with Kelly, HR gets a lot of questions! We're dedicating this issue to answering some of them. If you don't see your question addressed, be sure to let us know! | | Q: I hear the board approved our raises for next year. But I don't understand why they're divided between a pay raise and a stipend. | | A: Austin's property taxes and other sources of income have been diminished for a variety of reasons. That said, the Executive Cabinet and Trustees placed emphasis on finding creative ways to minimize these budgetary impacts on employees. The solution includes a 2 percent raise for all of FY27 and a one-time stipend of $1,700. The stipend will be added to your August payroll. (Adjuncts not paid in August will see their stipend on September's paycheck.) The amount of the stipend does not vary based on your salary; all employees will get $1,700, because we are all in this together! | | Q: What's the timeline for hiring faculty? | | |
A: While hiring decisions and the selection process are managed within the division by the hiring manager, HR can report that it takes roughly four to six months, depending on the type of program and starting semester. Each position type calls for standard to-dos around planning, interviewing, and finalizing. Typical early-stage steps include budget confirmation and interview evaluations in Workday, while the last steps for any faculty role are transcript checks, reference checks, and the making of an offer.
| | Q: When can an employee hold two jobs at ACC? | | A: For an employee to hold two ACC jobs, their primary position must be salaried, exempt from overtime pay, and eligible for benefits. Only adjunct faculty and hourly instructor work is eligible as a secondary job. Of course, any secondary position must not interfere with the primary in any way. Non-exempt employees may not hold a second position, yet adjunct faculty who do not hold a benefits-eligible position may hold hourly assignments. | | Q: I'm confused ... how many references is a candidate supposed to supply? And what if they've only had one supervisor to list? | | A: The number of required references depends on the type of position: three for full-time faculty, and at least two for adjuncts. For either, it’s fine if they only have a single supervisor to list, in that one supervisor meets the requirement for candidate references. | Q: What is a new employee restricted from doing during the probationary period? | |
A: During the first 180 days of employment, employees in benefits-eligible positions:
- Are not eligible to apply for other positions within the College
- Are required to accrue sufficient leave before using certain types of paid leave
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Are limited in their opportunities for certain discretionary programs, depending on departmental operational needs, leadership approval, and the specific eligibility requirements of the program. Examples may include business travel, professional development opportunities, or programs such as Sabbatical Leave.
| | Q: How does the preference for Military and former foster children work? | A: Veterans and former foster youth can request preferred status when applying. The same option is available to several related applicant types, including certain spouses and orphans of veterans. Under Texas Code Chapters 657 and 672, this preference influences any state agency’s selection of interviewees. Further, if two finalists are equally qualified, the preference may influence final selection for a role as well. Anyone who claims eligibility for preference must provide the appropriate documentation to HR. Managers are encouraged to review this Military Preference Hiring video and this Former Foster Children Hiring video for details. | | |
Q: My job reclassification request was put on hold during the compensation and classification work. When can I resubmit it?
A: The next standard annual submission window for reclassifications will open on December 1, 2026. Managers may submit an exception request through TDX for any operational need that calls for attention before then. All exception requests require completed questionnaires, funding plans, and preapproval from the appropriate Vice Chancellor. None are guaranteed approval. Please consult with your HR Business Partner for further guidance.
| Q: If I don’t use all the comp time I’ve built up, do I lose it? | A: Employees who earn compensatory time for working more hours than their regular schedule should take that time off in the year in which it was earned. Exceptions can be made with prior supervisor approval. There is no limit to the amount of compensatory time professional-technical exempt employees may accrue each fiscal year, but employees may not be paid for comp time. | Q: Can someone explain the 19-hour rule for me? | A: Hourly employees are limited to 19 hours per week, or 38 hours per pay period. If hours are in excess of that, the system triggers ERS and TRS, which could result in a substantial reduction in pay. | | |
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