PAYROLL
AND
PERSONNEL
PROGRAM REVIEW
PROGRAM REVIEW PARTICIPANTS
Claudette McClenney
Submitted: January 31, 2011
Updated: August 8, 2011
Typed and Organized by Mary Vargas, Facilities Assistant
TABLE OF CONTENTS
Los Angeles Harbor College Mission Statement
3
Los Angeles Harbor College Administrative Services’ Mission Statement
3
Payroll and Personnel’s Mission Statement & Values
4
Payroll and Personnel’s Description
 Organizational Chart
 Description of Work Performed by Payroll
 Description of Work Performed by Personnel
5
6
6
Description of Payroll Staff’s Duties
 Payroll Assistant
7
Description of Personnel Staff’s Duties
 Administrative Analyst
 Single Point of Contact
8
9
Payroll and Personnel’s Data Assessment
10
Payroll’s Support to College Programs and Services
12
Personnel’s Support to College Programs and Services
13
Payroll and Personnel’s Service Area Outcomes
15
Payroll and Personnel’s Goals and Objectives
 2007 - 2010 Objectives and Outcomes
 2011-2012 Goals and Objectives
16
18
Payroll and Personnel’s Review Summary
 2011-2012 Staffing Needs
 2011-2012 Equipment Needs
20
21
22
Appendix
23
Survey Results
Staffing Comparisons
Unit Plan
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2007
2008
2009
2
LOS ANGELES HARBOR COLLEGE
MISSION STATEMENT
The mission of Los Angeles Harbor College is to offer an environment that fosters learning by
providing comprehensive programs that meet the educational needs of students and are
appropriate and useful to the community we serve, including:
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Degree and Transfer Programs
Vocational and workforce preparation
Basic skills instruction
English as a second language
Credit and noncredit courses for life-long learning
Contract education including customized corporate training
Community services
Support services
Information Literacy
An essential aspect of the mission for the community we serve is to advance economic growth
and global competitiveness through education, training, and services that contribute to
continuous workforce improvement and civic responsibility.
We are committed to student learning in a supportive educational environment that recognizes
the uniqueness of individuals, provides a center for the cultural enrichment of the community
and seeks dynamic dialog and reflective evaluation and improvement of the institution.
LOS ANGELES HARBOR COLLEGE
ADMINISTRATIVE SERVICES
MISSION STATEMENT
The Administrative Services units strive to support student learning and student services with
effective and efficient business operations by providing a quality learning environment that is
aesthetically pleasing, safe, and healthful. The Administrative Services area supports the
mission of the college by providing adequate resources required to meet student learning needs
both in services and the environment.
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PAYROLL and PERSONNEL
MISSION STATEMENT
It is the mission of the Payroll and Personnel Department to advance and support the overall
mission of Los Angeles Harbor College through customer-responsive services. The Payroll and
Personnel Department at Los Angeles Harbor College provides employee support services such
as benefits, payroll, recruitment, training, employee relations, and other services related to
employee support. We succeed by earning the satisfaction of our customers, the respect and trust
of those who govern us, support us and do business with us, and the pride of our employees.
PAYROLL and PERSONNEL
VALUES
INTEGRITY: The college community will have confidence in the Payroll and Personnel staff’s
abilities to handle their pay and assignments with reliability, consistency, and that the staff is
trustworthy. We are accountable.
SERVICE: The college community will know that their Payroll and Personnel issues or
complaints will be handled timely and with the utmost care and professionalism.
TEAMWORK: The Payroll and Personnel offices will work collegially with campus
departments and or staff to provide the best service possible.
RESPECT: The college community will know that the Payroll and Personnel staff values each
employee and will guard their privacy. Communication is key.
COMMITMENT: The college community will know that Payroll and Personnel value the high
quality that characterizes everything that we do.
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Administrative
Analyst
Payroll Assistant
Senior Personnel
Assistant
(Vacant)
5
Payroll Assistant
PAYROLL
WORK PERFORMED
The Payroll office reports time and resolves routine payroll problems for academic, classified,
and/or unclassified employees of a college using the District’s computerized payroll system.
PERSONNEL
WORK PERFORMED
The Personnel office performs many duties for the college and its’ employees. The full list can
be found in this Program Review under Data Assessment.
6
PAYROLL
JOB DUTIES
PAYROLL ASSISTANT
Reports time and resolves routine payroll problems for academic, classified, and/or unclassified
employees of a college using the District’s computerized payroll system and other resources.
Reviews weekly time reports and absence request forms submitted by college offices for
completeness, accuracy, and appropriate documentation. Codes and inputs time reports into a
computerized payroll system. Prepares time reports, transmittals, and adjustments using negative and
positive reporting procedures established by the District Payroll Section. In a service-oriented
environment, assists college employees in resolving payroll problems by reviewing warrants and
computerized payroll and personnel records, identifying the source of problems, initiating corrective
action, or reporting unusual problems to the District Payroll Section. Distributes weekly time reports
and related payroll documents to college offices. Completes information from payroll records and
generates special reports related to the college payroll. Processes applications for emergency pay and
lost warrant affidavit forms for submission to the District Payroll Section. Answers inquiries from
employees about discrepancies in time reports and related payroll documents and explains policies
and procedures and bargaining unit contract provisions related to time keeping issues. Contacts
employees, supervisors, and staff to verify absence, leave, and employment status information for
time reports. Collects reimbursements from employees for jury duty or overpayment of salary for
submission to the District Payroll Section. May provide work direction to clerical staff assigned to
the unit.
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Reviews weekly time reports and absence request forms submitted by college offices for
completeness, accuracy, and appropriate documentation.
Codes and inputs time reports into a computerized payroll system.
Prepares time reports, transmittals, and adjustments
Processes applications for emergency pay and lost warrant affidavit forms for submission
to the District Payroll Section.
Answers inquiries from employees about discrepancies in time reports and related payroll
documents and explains policies and procedures and bargaining unit contract provisions
related to time keeping issues.
Contacts employees, supervisors, and staff to verify absence, leave, and employment
status information for time reports.
Collects reimbursements from employees for jury duty or overpayment of salary for
submission to the District Payroll Section.
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PERSONNEL
JOB DUTIES
ADMINISTRATIVE ANALYST
Performs a variety of journey-level administrative staff work related to the business, technology,
and operational activities of an assigned organizational unit in an administrative services,
academic affairs or student services area. Conducts complex administrative and management
studies by collecting, analyzing, and compiling data related to areas such as administrative
policies, procedures, processes, systems, forms and reports, organizational structure,
performance standards, facilities and equipment acquisition and utilization, staffing, budgeting,
finance, contract and procurement coordination, economic analysis, and coordination of
educational and student programs and services, and prepares reports and recommendations based
on findings. Resolves substantive problems, discrepancies and responds to non-routine inquiries
related to the assigned organizational unit. Writes instructions, procedures, and manuals
involving the administrative, technology, and operational activities of an assigned organizational
unit. Fully utilizes the capabilities and functions of standard office software applications such as
data management, spreadsheet, presentation, and word processing in completing assigned
projects. Fully utilizes the capabilities of specialized software programs in the production of
management information and reports. Provides technical assistance and training to staff on
matters related to the business, technology, and operational activities of an assigned
organizational unit. Analyzes the possible effects of proposed laws and regulations, codes, and
ordinances that affect the business, technology, and operational activities of an assigned
organizational unit. Confers with District and college personnel regarding assigned projects and
makes recommendations based on findings. Makes written and oral presentations on matters
within their assigned area of responsibility to college executives, committees, and staff.
Prepares reports and correspondence containing descriptive, analytical, and evaluative content
related to business and operational activities of an assigned organizational unit. Surveys and
investigates practices, procedures, and methods in private firms and public jurisdictions in order
to find solutions to problems, or improvements in operations which can be applied to the
business, technology, and operational activities of the assigned organizational unit.
May analyze and make recommendations on budget requests and prepares budget proposals for
assigned areas. May supervise lower-level analysts, technical and clerical support staff.
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SINGLE POINT OF CONTACT
Currently performed by the Administrative Analyst. The Single Point of Contact (SPOC)
provides a quick resolution of late and error pay issues for all employees at each campus. The
SPOC is one of two SAP Super Users and is the primary resource designated to manage
organizational tasks needed to ensure the system operates properly, the necessary positions are in
place when employees are hired, electronic approval process routing is correct, and that all these
tasks are timely. They are the primary resource to teach employees how they can use the
employee self-service system and to teach administrative personnel how to use manager selfservice. They are the critical internal business specialists focused on developing the Collegebased HR system. The SPOC is a critical internal business specialists focused on keeping
processes flowing, identifying issues, and helping with solutions. SPOCs have quick access to a
technical or functional District specialist whenever a problem arises. The college SPOC analyzes
error and discrepancy reports and correcting deficiencies in source data maintained at their
structure of the campus. The SPOC supervisors and maintains the following areas.
1. Organizational Management (OM)
2.
3. Benefits (BN)
4.
5. Payroll (PY)
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PAYROLL and PERSONNEL
DATA ASSESSMENT
LIVESCANS
Schedule livescans (at the District Office) to new employees. This is done on a virtual calendar
that all campus (and District) use.
LEAVES
Provide leave paperwork to the employee. If the employee is already off work, send it to their
home with a letter explaining exactly what is needed. Once receiving completed paperwork
from the employee, Payroll office obtains signatures from employee’s supervisor, Vice
President, and President. Keep a log of employees who are on a leave. Find out if employee will
be extending leave, and if so, have a PCR initiated to extend the leave in the system.
HIRING NEW EMPLOYEES
The Personnel office request eligibility list from the Personnel Commission and contacts
applicants (in groups of three ranks) on the list. If unable to contact by phone, the Personnel
office sends a three day letter and continues through the list until three ranks are obtained. Then
the paperwork for the interview committee is assembled. After the President’s approval, prepare
Report of Vacancy Filled. The Personnel office then sends letters to applicants who were not
selected.
APPROVAL OF PCR’S
If PCR is for a current employee, check all other assignments in SAP. Check for FTE and for
proper employee number to use (Academic, Unclassified, C-basis, Z-basis). If a different
employee number should be used than what is on the PCR or if it should be an organizational
change instead of additional assignment, the assignment needs to be entered manually. If the
PCR is for a “new hire”, the Personnel office matches up the information on the PCR with
information in the packet. Then a check is made to make sure all the paperwork is complete and
if not the initiator/department is notified of what is needed. For Community Services’ teachers,
the Personnel office notifies the District Office to populate IT0008 with pay rate and what
subject the employee is teaching. The Personnel office sends a spreadsheet to all initiators,
payroll, and departments to notify them that the assignment is now in SAP. Indication is made on
the sheet the proper employee number to use on the timesheet. New hire forms are then
completed with required information. All new hire packets and PCRs are first scanned and the
packets are sent to the District Office, with the PCRs being filed.
WORKERS’ COMPENSATION
The Personnel office receives the incident report and the worker’s compensation claim. The
employer section is completed along with the 5020 form which is completed electronically and
goes directly to SCRMA. The form is completed by looking up (in SAP) pertinent information
about the employee (i.e, rate of pay, date hired, social security number, date of birth, and
employee’s job title.) The Supervisor’s Report form is sent to the supervisor of the injured
employee for completion. All forms are faxed to SCRMA and copies sent to the Risk
Management office at the District. All copies of forms are filed in the Incident Reports binder.
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NEW EMPLOYEES
Process new employees in PCR from processing paperwork gathered from the Personnel
Assistant.
UNEMPLOYMENT REQUESTS
Send requests to the third party administrator, answer inquiries from EDD and employees
regarding unemployment rights.
BENEFITS
Handel the coordination of benefits, open enrollments, workshops and access to the Portal for
employees. Answer any inquires from employees regarding benefits. Keep abreast of any new
changes that affect employees.
EAP/WELLNESS
Act as the coordinator of any Wellness or EAP workshop, event or training. Answer inquires
from manage and staff regarding EAP. Refer employees who request referrals. Compile a
monthly log of request and attend coordinator meetings when possible.
RESIGNATIONS/RETIREMENTS
Process resignation and retirements. Advise employees of their return rights if they resign.
Recommend that retirees first speak to either STRS or PERS before making the decision to
retire, explain the retirement process, provide employee with necessary forms e.g. health benefit,
COBRA and resignation forms and obtain signed form from the employee and obtain the
necessary signatures from administration.
NEW EMPLOYEE ORIENTATIONS
Invite new employees to a meeting to discuss benefits, vacation, illness, process and procedures
of the district, probation period, evaluations, etc.
PERFORMANCE EVALUATIONS
Help managers navigate the evaluation process, proper forms, and the submission of forms to
HR.
LIAISON
Work as a go between for District and the campus regarding process and procedures related to
benefits, pay, assignments, etc.
POSITIONS
Get request from department to create a position or change the characteristics of a positions.
Requests usually come via email to create a position. If the position is a classified position, the
Classified Staffing Request and an organizational chart are uploaded. To create a position
information regarding the department, begin date, budget and FTE is needed. This information is
then input into PCS. To change the characteristics the same information and what aspect of the
position needs to be changed such as the FTE or budget. FTE and budget changes are the most
common. The next step would change the FTE or budget directly in SAP and not PCR because it
is faster.
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COMPLIANCE
Set on interview panels to ensure candidate’s rights are not violated and that the campus is
following federal and state guidelines regaling hiring and or recruitment.
VERIFICATION OF EMPLOYMENT/TEACHING
The Personnel office completes verification of employment requests received from outside
agencies, including date of hire, rate of pay, job title, etc. Letters of verification for teaching
faculty are composed for those who need this. Letters for faculty consist of pay rate, hire date,
units, and what courses were taught.
OTHER DUTIES
Process, Classified Staffing requests, reinstatements, transfer requests, address changes, populate
the 008 pay screen, process, Professional Expert assignments, Ancillary adjunct assignments,
coach stipends, department chair supervisory pay, process mentor pay, process development
granted assignments. Answer inquires from the public and campus community regarding
employment, benefits, salaries, etc.. Post jobs to the CCC Registry.
What are the trends identified from the data?
Information can be gained from BW 20 and PCR showing the increase of assignments processed.
Are there increases/decreases in the data?
There are increases in hourly and full-time faculty due to the District mandate to correct 75/25
ratio of full-time to hourly faculty. Increase in student assignments due to the economy. Increase
in summer assignments due to special program (grant from City of Los Angeles).
What do these changes mean to the unit operation?
The changes mean that without adequate/sufficient support staff, overtime is how the work is
handled.
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PAYROLL
SUPPORT TO COLLEGE PROGRAMS AND SERVICES
STUDENTS
 Reviews weekly time reports and absence request forms submitted by college offices for
completeness, accuracy, and appropriate documentation.
 Codes and inputs time reports into a computerized payroll system.
 Prepares time reports, transmittals, and adjustments
 Processes applications for emergency pay and lost warrant affidavit forms for submission
to the District Payroll Section.
 Answers inquiries from student workers about discrepancies in time reports
STAFF
 All that is listed above.
 Answers inquiries from employees about discrepancies in time reports and related payroll
documents and explains policies and procedures and bargaining unit contract provisions
related to time keeping issues.
 Contacts employees, supervisors, and staff to verify absence, leave, and employment
status information for time reports.
 Collects reimbursements from employees for jury duty or overpayment of salary for
submission to the District Payroll Section.
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PERSONNEL
SUPPORT TO COLLEGE PROGRAMS AND SERVICES
STUDENTS
 Process new employees in PCR from processing paperwork gathered from the personnel
assistant.
 Work as a go between for district and the campus regarding process and procedures
related to pay and assignments.
STAFF
 Receive completed leave request from the personnel assistant and process the leave in
PCR.
 Process new employees in PCR from processing paperwork gathered from the personnel
assistant.
 Send requests to the third party administrator, answer inquiries from EDD and employees
regarding unemployment rights.
 Handle the coordination of benefits, open enrollments, workshops and access to the portal
for employees. Answer any inquires from employees regarding benefits. Keep abreast of
any new changes that affect employees.
 Act as the coordinator of any wellness or EAP workshop, event or training. Answer
inquires from manage and staff regarding EAP. Refer employees who request referrals.
Compile a monthly log of request and attend coordinator meetings when possible.
 Process resignation and retirements. Advise employees of their return rights if they
resign. Recommend that retirees first speak to either STRS or PERS before making the
decision to retire, explain the retirement process, provide employee with necessary forms
e.g. Health benefit, Cobra and resignation forms and obtain signed form from the
employee and obtain the necessary signatures from administration.
 Invite new employees to a meeting to discuss benefits, vacation, illness, process and
procedures of the district, probation period, evaluations, etc.
 Help managers navigate the evaluation process, proper forms, and the submission of
forms to Personnel.
 Work as a go between for district and the campus regarding process and procedures
related to benefits, pay, assignments, etc.
 Get request from department to create a position or change the characteristics of a
positions. The Administrative Analysts receives a request usually via email to create a
position. If the position is a classified position, the Administrative Analysts need to
upload the classified staffing request and an organizational chart. To create a position the
Administrative Analyst needs the department; begin date, budget and FTE. This
information is then input into PCS. To change the characteristics the Administrative
Analysts needs the same information such as what aspect of the position needs to be
changed such as the FTE or budget. FTE and budget changes are the most common. The
Administrative Analysts would change the FTE or budget directly in SAP and not PCR
because it is faster.
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Process, classified staffing requests, reinstatements, transfer requests, address changes,
populate the 008 pay screen, process, professional expert assignments, ancillary adjunct
assignments, coach stipends, department chair supervisory pay, process mentor pay,
process development granted assignments.
Answer inquires from the public and campus community regarding employment,
benefits, salaries, etc.
Post jobs to the CCC registry.
Sets on interview panels, for compliance, in order to ensure candidate’s rights are not
violated and that the campus is following federal and state guidelines regaling hiring
and/or recruitment.
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PAYROLL and PERSONNEL
SERVICE AREA OUTCOMES FOR 2011 - 2012
Service Area Outcomes
In support of student learning,
the Payroll and Personnel
offices will seek ways to
assist student employees in
processing assignments and
pay in a timely manner.
Students are only aware of
payroll and personnel if they
are student workers. We will
encourage students to check
out job lists or how to apply
online for District jobs.
Students, faculty, and staff
rely on the Payroll and
Personnel offices for their
pay. We will research what
other innovative ways we can
assist the employees with their
pay issues.
Methods of Assessment
PCR report of late assignments
submitted and the number of
results for off-cycle payments.
Measurement
Criteria
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Survey
Focus Group
Flyers
Job Listing Board
Workshop
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Survey on what needs
improvement.
Focus Group
Workshops
Website Information
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Summary and
Analysis of Data
Use of Results and
Modifications
Email
Student
Survey
Personal
Feedback
(To be submitted after
analysis.)
Use data to revise process
and procedures between
departments on campus.
Number of
Applications
Submitted
Personal
Feedback
Student
Survey
Personal
Feedback
Email
(To be submitted after
analysis.)
Use data to better advertise
our services.
(To be submitted after
analysis.)
Use data to decrease the
areas of deficiency.
Payroll and Personnel
2007 - 2010 OBJECTIVES
Year
2007
Objective
Strengthen communication and interpersonal skills of
the Personnel and Payroll and Payroll staff.
Status
C
2007
The SPOC will improve reports generated for
administration, managers and supervisors.
Personnel and Payroll will develop and deliver
training programs to help staff and managers
accomplish the goals of the College Strategic Plan in
using SAP and PCR.
The Personnel and Payroll Department will undertake
review of Personnel and Payroll systems, processes,
procedures and policies using the principles of
continuous quality improvement and excellent and
seamless client service.
The SPOC will improve reports generated for
administration, managers and supervisors
The SPOC will work with managers and supervisors
to improve the timeliness of the return of
Performance Evaluations
IP
Payroll and Personnel will continue the to scan
documents in a timely manner
C
2007
2008
2008
2008
2009
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C
Outcome
I continue to meet with the Payroll Assistants on a weekly
basis to know if there are departments on campus that continue
disregard rules and regulations of the district where timer
reporting are concerned. We work together on strategies to
best address the issue. We either speak directly to the
department via telephone or send an email. If that strategy
does not work we meet face to face to review or address the
issue or concern.
The SPOC begin to use BW to generate comp time, illness and
vacation reports departments to review.
Several trainings have taken place informally and on a one on
one basis.
IP
The payroll and personnel department try to review the rules,
policies and regulations of the district to improve input of time
and assignments on a continuous basis. In doing so we proved
the campus with the best possible customer service.
IP
The SPOC continues to use BW to generate reports such as
comp time, illness and vacation.
District office implemented a automated system whereby
supervisors are notified of upcoming evaluations. The SPOC
ensures that evaluations are completed in a timely manner. The
SPOC is available, if the supervisor requires instruction as to
how to complete the form and to show them how to use PCR
to show that the evaluation was completed.
This was a big challenge for both departments since we must
carve out time to complete this task. We learned to scan and
index payroll and personnel documents.
C
2009
2009
2010
2010
2010
Personnel and Payroll will develop and deliver
training programs to help staff and managers
accomplish the goals of the College Strategic Plan in
using SAP and PCR.
The SPOC will improve reports generated for
administration, managers and supervisors
Payroll will reduce error rate on time input by 15%
by January 31, 2011 Payroll will reduce the number
of off cycle request by 5% by January 31, 2011.
Legal compliance is another goal for the Personnel
and Payroll department. Because of the legislation
that affects employers and employees, the Personnel
and Payroll department must be careful to maintain
appropriate documentation of all compliance
activities in the area of hiring and record keeping and
follow each piece of legislation carefully.
Payroll and Personnel will continue the to scan
documents in a timely manner.
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C
A formal Payroll and Personnel workshop was presented on
April 16, 2009.
IP
The SPOC purchased software to learn Excel 2007 and
continues to practice at least once a week. In the meantime the
SPOC gets more familiar with the reports in BW.
IP
The error rate has dropped but it is an on going process.
C
The files in both areas are under lock and key and the payroll
assistants and the SPOC take care to maintain confidentiality
regarding employee records.
C
The payroll assistants and the SPOC continue to find this area
challenge simply because it requires time away from the desk
duties. We are shooting for every Friday, when the campus is
somewhat quiet.
PERSONNEL and PAYROLL
GOALS for 2011 - 2012
GOAL # 1: To expedite/be proactive when assisting the employees with their personnel and payroll issues.
Objective
Planned Activities
Act to solve employee complaints
and problems within 24 hours and
Beginning working to solve the problem
by contacting the correct department or
source.
Being proactive by checking assignments
and reviewing timesheets for accuracy to
prevent over or under payments or
mistakes.
Begin to research the needs of the
department chairs by sending out a short
survey.
Anticipate and accommodate our
employee’s needs.
Develop one sheet handout of
personnel procedures for
department chairs.
Individual
Responsible
Start
Date
End
Date
Resource Request
Payroll Assistants 1/1/11
Administrative
Assistant
Payroll Assistants 1/1/11
Administrative
Assistant
06/30/11
SAP, PCR and district office
staff.
6/30/11
SAP and PCR.
Administrative
Assistant
06/30/11
Time
1/1/11
GOAL # 2: To provide information to employees on how to work more productively and safely at the college.
Objective
Planned Activities
Individual
Responsible
New employee orientation
At least once a quarter.
Employee Assistance Program
EAP- Engage employees to
promote a more productive
workforce.
Workers Compensation – curtail
work place injuries.
Aggressively addressing prevention and
wellness.
Meet with Facilities Department to plot a
course of action whereby precautions are
in place to maintain a safe workplace
safety is emphasized.
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Start
Date
End
Date
Administrative
Assistant
Administrative
Assistant
1/1/11
06/30/12
1/1/11
06/30/12
Administrative
Assistant
1/1/11
06/30/12
Resource Request
Paper, conference room and
time.
Paper , meeting place, buy in by
administration and time.
By in of management, time,
meeting place and training.
GOAL # 3: To provide training for employees, payroll, and personnel staff on programs necessary to facilitate employee services.
Objective
Training –PCR and SAP
Planned Activities
Individual
Responsible
Training for the Payroll and
personnel Staff
A least once a year offer training or
refresher on the use of SAP and PCR.
Request training from district and other
sources if need be.
Website attach to Harbors main
page.
Work with the webmaster to complete the
webpage that is in progress.
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Administrative
Assistant
District payroll &
Administrative
Assistant
Administrative
Assistant
Start
Date
End
Date
Resource Request
1/1/11
6/30/12
1/1/11
06/30/11
Time, paperwork and a meeting
place.
Time
1/1/11
06/30/12
Time
PAYROLL and PERSONNEL
PROGRAM REVIEW SUMMARY
How does are mission align with the college mission statement?
Our mission
What are the trends identified from the data collected?
That employees have entirely different experiences with the Payroll and Personnel offices and their
opinion is based sometimes on issues that are out of the control of the campus offices.
Are there increases/decreases in the data?
Not noticeable.
What do these changes mean to the unit operation?
The absence of a Personnel Assistant is noticeable to the faculty and staff when they sometimes have
to wait longer to be helped or are unable to visit the office during scheduled hours.
Strengths:
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Committed and dedicated staff.
Staff provides technical training and support to the college.
Weaknesses:
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Inadequate number of staff.
Inadequate lead time.
Opportunities:
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Continue to train others on the system, policies, and procedures of the District.
Challenges:
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Staff needs continuous professional development especially with SAP – Data Warehouse.
College planning does not consistently inform appropriate personnel, facility, budget, and
IT in advance of projects.
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PAYROLL and PERSONNEL
STAFFING NEEDS
Positions Needed for 2011-2012
Personnel Assistant
Positions Needed
One
Projected Salary for Each
Justification of Need
$36,371.40
To assist the SPOC with Personnel issues such as
processing of paperwork, review of assignments, insure
compliance with rules and regulations, review
applications, license and credentials explain the
purpose of various employment forms, prepare
correspondence, bulletins,, scan documents and
maintain personnel files.
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PAYROLL and PERSONNEL
EQUIPMENT NEEDS 2011- 2012
Equipment Needed for Academic Year
2011 - 2012
# of Equipment
Needed
Approximate Cost
Computer Monitor (larger)
3
$ 5,000.00
Memory for CPU
3
$ 300.00
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Justification of Need
To prevent employee from having vision problems,
blurred vision, headaches, etc.
To process assignments and pay faster because currently
the computers freeze and cause delays.
APPENDIX
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