A Message from Mary Beth Clifton, Assistant Vice President, Total Rewards and Workforce Planning
Just two months ago, in November, the District Board of Trustees approved a new pay structure and many policies that were updated in the spirit of inclusiveness to reflect a one staff salary schedule and adopt a revised degree recognition policy that more equitably honors all staff members’ educational accomplishments. With the mindset of ensuring good stewardship and streamlining processes, Valencia has changed procedures as they pertain to Web Time Entry; overtime documentation and payment; and time card approvals. (If you a non-exempt employee or timecard approver, make sure you have completed the required Web Time Entry training.) As part of Organizational Development and Human Resources’ work, these processes will continue to be reviewed.
While I realize adjusting to some of these systemic changes has been challenging, I’m grateful to everyone who continues to help the College move forward. In the new year, I’ve heard comments from newly non-exempt employees that at first were reluctant about what the change in exemption status would mean for them and who now appreciate more predictable schedules. Across the College, I have seen multiple teams effectively adjust to these changes. Of course, changes sometimes take longer than anticipated, and this is particularly true in Valencia’s case since we have ebbs and flows of service demands. Our service demands vary term to term, across campuses and even across departments.
With this in mind, as leaders, I ask that you take time to reflect with your teams to discuss what worked well and what are areas of opportunity. Particularly as work recently spiked with the start of the spring semester, this is a great time to discuss how unpredictable volumes of students may suggest a different working schedule for employees and what alternatives might improve the service level provided to students, faculty or staff. Such discussion is a proactive way to plan ahead for the end of the term and for our support during graduation in May 2017.
If your team does feel as though there are opportunities for growth and better adjustment to the recently implemented changes, I know you will consider working with your teams to identify ways to resolve these concerns. Methods for resolution could include the redistribution of work, different employee schedules, more thoughtful overtime planning or increased communication within your team.
As we look to the future and navigate situations like Learning Day 2017 (click here for an article with important Learning Day information for supervisors), please continue to promote open communication and provide grace as you work through navigating change.