Austin Community College District (ACC) is moving forward with implementation of its Compensation & Classification (C&C) Framework — a multi-year effort designed to bring greater consistency and long-term sustainability to how positions are structured and compensated across the College.

To date, Human Resources has aligned more than 750 staff job profiles and 2,000 individual positions. Cross-functional teams have examined the scope, responsibilities, and organizational impact of positions to:

  • Standardize Job Structure: Organize positions within a consistent framework based on the work required of the position rather than individual employees. 
  • Standardize Job Titles: Create greater consistency in how comparable roles are titled across ACC.
  • Distinguish Classifications from Business Titles: Clarify the difference between a classification or position — such as Specialist, Coordinator, Director — and the more useful business title used to describe a particular role in Workday, such as “Police Sergeant,” or “Chief of Staff.” 
  • Modernize Governance: Move away from ad-hoc position changes toward clearer, more consistent processes for evaluating how positions should evolve as College needs change.

“This work is complicated. Over time, inconsistencies have developed across divisions regarding job titles and classifications. Aligning positions across the College requires rigor, consistency, and courage,” says Kelly Torrico, ACC Vice Chancellor of Human Resources. “But it also requires compassion. This week, we made a mistake in our process.”

On Monday, August 31, some staff employees received automated communications based on preliminary and, in some cases, incomplete information that had not yet been fully reviewed, validated, or finalized. Those communications were sent in error and should not be considered final decisions. No title or classification changes resulting from those preliminary communications have been entered into Workday while the College completes its review.

As the work moves forward, here’s what you can expect:

  1. Position Review: Preliminary information will be reviewed and validated with appropriate College and division leadership before implementation. 
  2. Supervisor & Employee Communication: Supervisors will receive context and preparation before affected employees are notified of any title or classification change. 
  3. Classification Resources: ACC will provide employees with clearer information about the classification framework, including how position levels, business titles, and compensation bands work together. 
  4. Structured Position Review: ACC will establish clearer processes for reviewing legitimate position changes over time, including regular review opportunities and processes for urgent operational needs.  
  5. Job Description Updates: Future phases will focus on modernizing and standardizing job descriptions across the College.

As a reminder, no employee’s pay will be reduced as a result of this work. Compensation & Classification is not a promotion or demotion process, is not an evaluation of employee performance or value, and does not by itself change an employee’s duties.

Implementation will continue in structured phases through 2027, with additional information and resources shared regularly through the FacStaff InfoHub.