From Framework to Function: Implementation in Progress
ACC has completed the study phase of its Classification & Compensation (C&C) work and is now in active implementation. This phase is focused on transforming the framework into sustainable, operational systems that support fairness, clarity, and long-term consistency across the College.
This work is being carried out in phases through 2027, with significant progress underway in 2026. Implementation is not a single launch—it is the deliberate alignment of systems, policies, tools, job design, and governance so compensation decisions become consistent, explainable, and durable over time.
Key Themes from the Recent C&C Workgroup Update
The Compensation & Classification Workgroup recently received a progress update on implementation activities. The discussion reinforced several guiding principles:
- Jobs are classified and compensated based on the work the College needs performed — not historical titles or individual circumstances.
- Internal equity and external market competitiveness must operate together in one system.
- Sustainable systems matter more than one-time adjustments.
- Long-term consistency requires shared standards, not ad-hoc decisions.
This phase moves the work from design into operational reality.
What Implementation Means
Implementation focuses on aligning:
- Systems (Workday and institutional platforms)
- Policies (compensation and classification governance)
- Job design (structure, categories, and descriptions)
- Processes (review cycles, approvals, and routing)
- Decision frameworks (consistent standards across divisions)
The goal is a unified operating model where compensation decisions across ACC are predictable, transparent, and fair.
C&C Implementation Dashboard
Status Key
🟢 Draft / Early Development – Initial design and drafting underway
🟡 In Progress – Active development, validation, or review
🔵 Sequenced / Dependent – Scheduled, but dependent on other deliverables
🔴 Planned / Future Phase – Designed and scheduled for future implementation
Important Clarifications
Is this a market study?
This work is not a traditional market study, although market data was an essential input. Market studies address external competitiveness. Classification & Compensation focuses on internal consistency — ensuring similar work is classified and compensated using the same standards across the College.
ACC’s new 14-band pay structure was built using market data and found to be competitive locally and regionally. Where salaries fell below newly established internal ranges, adjustments were made to ensure internal equity.
Why weren’t all divisions included yet?
Student Affairs and Basic Needs are undergoing organizational realignment. Applying the framework after those structures are finalized ensures accurate evaluation and alignment.
Is implementation finished?
No. Implementation is intentionally phased. Large systems require sequencing to ensure accuracy, sustainability, and fairness.
Can positions still be reviewed?
Yes. ACC is building structured annual and exception-based review cycles that will replace ad-hoc processes and create predictable, transparent pathways for classification review.
What’s Coming Next
Over the coming months, employees will see:
- Continued integration into Workday
- Publication of updated guidance and resources
- Phased job description modernization
- Launch of structured review and governance cycles
- Ongoing updates through happyHR and other channels
Additional Resources
- Classification & Compensation FAQ
- Campus Conversation Recording (January 9, 2026)
Acknowledgment
This work reflects collaboration across the College — including employee associations, leadership, HR professionals, and institutional partners — all working toward building systems that support both employees and students for the long term.
Change of this scale requires time, trust, and shared commitment. We appreciate the engagement and partnership that continue to move this work forward.
Questions?
Start with your supervisor, or contact HR through the ticket system or HR office hours, Fridays 3:30-4:30 p.m.
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