Budget Allocation for Hiring Process
The Budget Allocation Review Committee discusses procedures for recommending budget and hiring decisions. Principles involve unit-led fund allocation. Various campus units are represented. Vacancy counting using the Lam Algorithm. Next steps include org chart and hiring plan submissions. Urgent items will be retroactively addressed.
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Presentation Transcript
Budget Allocation for Hiring Process Review Committee May 9, 2018 (minor revision 6/11/18)
Preliminaries No news on budget details Still expecting ~$1M for hiring in FY19 President has asked Review Committee to perform mandated function as College Personnel AND BUDGET committee Today s discussion is to establish procedures for making recommendations to the President regarding budget and hiring decisions.
Principles Prefer to allocate $ to units and let units determine how to use best e.g. replace position w/ less expensive hire, use excess for merit increase. Some unit needs may be for merit increases independent of replacement hires. Allocation of funds will be guided by Task Force recommendations Decisions on recommendations to the President will be made by Provost (Academic) and COO (non-Academic), and presented to the Review Committee before being presented to the President.
Campus Units & Representation Responsible Deans Chief Librarian SEEK Director COO Provost VP Student Affairs President s Office 8 Schools/Divisions Enrollment/Student Success Unit Library SEEK Public Safety Student Affairs Adv. & Comm. Assessment, Accreditation, Gen Ed. Facilities Student Affairs Finance GSP Government Affairs IT HR
Vacancy Counting Lam Algorithm March 2017 snap shot Filled positions since 3/17 Available vacancies Filled positions allows us to account unit-by- unit for recent hiring Can distribute in terms of lines or $ or a hybrid
Next steps Eva is implementing Lam Algorithm and we will soon have information on available vacancies/$ and which units they come from For next meeting, we would like each responsible person listed on slide 4 to provide an org chart for their units (including administrative functions for academic units) and a proposed hiring plan for fall. Include historical staffing information (past couple of years) Include urgent needs vs. longer-term needs These will be made available electronically prior to the next meeting (sharepoint or e-mail) There are urgent items that can t wait. We will discuss these here and account for them retroactively as we move forward.
