College of the Redwoods
Request for Funding effective Spring 2013 or FY 2014-15
This form should be used for requesting new staff positions and included in the program review
process.
Initiator:
Ahn Fielding
Date:
11/14/13
Department:
Human Resources
Requested Amount:
$37,516 salary, $23,327 benefits
= $60,843 total, however, approx.. $22,000 has
been held for 2014-15 budget to offset the cost of
a position replacement, thus the total additional
cost salary + benefits would be $40,843 and
this request is part position replacement, part
new position.
Divisional Rank (if any): N/A
Position description (please provide details about the position need):
[form will expand as needed]
Human Resources Technician – Confidential position. Position performs a variety of technical
and advanced clerical work in the human resources areas of recruitment and selection support,
analysis of credentials, Datatel support (Datatel Users Group contact for HR), employee relations,
composes correspondence regarding employment, confidential personnel matters, negotiations,
and wage verifications. Provides support to HR committees, answers the College’s general
information telephone line and answers inquiries or redirects calls as necessary, and provides
assistance in recruitments, hiring, and processing of related paperwork, maintains and updates
personnel files, compiles reports for federal, local and private agencies, compiles statistics and
trends, calculate employee costs for specially funded programs, notifies staff of due dates for
performance evaluations, monitors receipt and follows up on late evaluations, trains, orients, and
supports employee onboarding.
New 11/14/12
College of the Redwoods
Request for Funding effective Spring 2013 or FY 2014-15
Statement of Need (Justify the need for the position)
Since the initiation of ACCJC Recommendations 5, 6, and 7, additional responsibilities for new
programs and program management have been placed on the office of Human Resources.
Replacement of the vacated position in HR is vital to maintaining these initiatives. HR has had to
bring in temporary help to help existing staff maintain requirements from these initiatives
(professional development program – updating training calendar and committee support; diversity
initiatives – maintaining required communications with committee, district, and community;
evaluation program management – tracking and reporting past due and upcoming due
evaluations).
Within this past year HR’s full-time HR Assistant received a promotion into a position in another
office. Due to budgetary constraints, HR has not been able to replace this position during the
current fiscal year. In addition, the Associate Faculty Coordinator moved into the HR office suite
and by nature of the work involved, has increased the traffic in the office. During peak
processing times throughout each semester, the HR walk-in traffic is significant (employment
paperwork, fingerprint processing, health screenings, orientations, student worker application
processing, I-9 employment verifications, job seekers wanting information, people coming in
asking for paychecks or the status of their application, associate faculty working on contracts
and/or flex paperwork, etc.). To further exacerbate workload issues, in 2012-13, the Office of
Human Resources also worked through negotiating two contracts, implementing a second round
of layoffs and reorganizations, and processing 9 faculty recruitments, 10 administrator/
manager/confidential recruitments, 32 classified recruitments, and 223 Fall/230 Spring/102
Summer associate faculty contracts. These recruitment and contract numbers do not include
processing the employment paperwork for temporary workers and student workers. The absence
of this vacated position has created a significant impact on HR’s ability to serve the district with
all service and required activities (recruitments, employment verifications for all workers,
including student workers and temporary employees, discipline and employee support issues, and
being able to answer and direct telephone and walk-in inquiries, etc.
New 11/14/12
College of the Redwoods
Request for Funding effective Spring 2013 or FY 2014-15
Link with Institutional Goal/Assessment Results (Describe):
Essentially all personnel-related functions the HR department performs helps the entire District to
meet all goals and objectives in all planning processes. Without personnel, planning processes
would not take place. There is not a direct annual planning goal to identify the HR functions, as
they are operational standards, however, Accreditation Standard IIIA outlines specific obligations
required of Human Resources.
Accreditation Standard IIIA, Human Resources, states “The institution employs qualified
personnel to support student learning programs and services wherever offered and by whatever
means delivered, and to improve institutional effectiveness. Personnel are treated equitably, are
evaluated regularly and systematically, and are provided opportunities for professional
development. Consistent with its mission, the institution demonstrates its commitment to the
significant educational role played by persons of diverse backgrounds by making positive efforts to
encourage diversity. Human resource planning is integrated with institutional planning.”

ACCREDITATION STANDARD IIIA – HUMAN RESOURCES.

STRATEGIC PLAN GOAL 1:
o Support staff and faculty development and instructional innovation.

STRATEGIC PLAN GOAL 3:
o Objective 3.2, Improve college operational efficiencies,
o Objective 3.5, Practice continuous quality improvement, and
o Objective 3.6, Practice continuous adherence to accreditation standards.

MISSION:
o We continually assess student learning and institutional performance and practices
to improve upon the programs and services we offer.
New 11/14/12