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MCC Daily Tribune

Faculty Association (FA) Title Change Guidelines

To provide consistent and efficient processing of future Faculty Association (FA) title changes, Human Resources is sharing this communication to aid leaders as they prepare and endorse proposed title changes for eligible employees on their team.  This includes outlining when a title change is required, what supporting documentation is needed, and the timeline a leader should follow as they prepare and gain endorsement of an employee’s title change.    

Per the FA Collective Bargaining Agreement (CBA), employees with specific non-ranked titles are not eligible for promotion but can receive title changes; these titles include Assistant Director, Project Director, Associate Director, Director II, Senior Specialist, and Director I.  In order to obtain these titles, an individual must be hired into or appointed to a new or vacant position or receive a title change.

A title change is considered a reclassification to match a position description with an appropriate title. This could be in addition to the titles listed above due to not following a promotional path as outlined within the CBA. Examples of such reclassification include a title change from Coordinator II to Manager I and a title change from Program Coordinator II to Specialist I. 

Title changes are not automatic, nor are they based on years of service within a title. Additionally, a title change is initiated by the supervisor, not the employee, to reflect changes to the job duties because the duties no longer reflect the current title or original job description.

Title changes occur when:

  • The responsibilities and duties of an employee’s current position have significantly expanded
  • The current responsibilities of a position do not accurately fit within the current title classification
  • An individual is hired or appointed to a new or vacant position

Required Documentation to support a Title Change includes:

  • Current Job Description
  • Proposed Job Description outlining the changes to job duties and responsibilities
  • Budget-recommended salary adjustment that aligns with the proposed title change
  • Supervisor-issued recommendation memorandum submitted to Divisional VP or College Officer with clear justification in support of the title change
    • This memorandum should explicitly outline reasons for supervisor endorsement and address the following questions/requirements:
  • What has changed about the job title/position responsibilities?
  • How do those changes align with the proposed job title?
  • How will the change in title and subsequent pay be accounted for in the organization's budget?
  • Confirmation that the title change is not a new position that should first be approved through Vacancy Review and posted for application.

Timeline for Title Changes:

Title changes can be recommended throughout the Academic Year but are only presented at the scheduled August and March Board of Trustees’ (BOT) meetings each academic year. BOT-approved title changes become effective on the successive September 1st date or at the start of the next academic year if different.  

In accordance with Article 45, Compensation, of the Faculty Association Collective Bargaining Agreement, fully approved wage adjustments in support a title change that are awaiting the effective date, may be eligible for additional compensation processed through a stipend to bridge the employee to the effective date.   

Leaders are required to follow the below timeline to ensure title change(s) gain the required review consultation and, where applicable, are fully endorsed before being presented and reviewed at either the March or August BOT meeting:

  • Sixty (60) days before either the August or March BOT Meeting:  Required documentation supporting a title change and the recommended salary adjustment (as applicable) is submitted by the Department Head to the Dean or Director for review and endorsement.
  • Sixty (60) days before either the August or March BOT Meeting:  Recommendation from the Dean, Associate Vice President, or Director (as applicable) is required to be submitted to the Division’s Vice President (VP) or College Officer for their review and endorsement.
  • Forty-five (45) days before the August or March BOT Meeting:  The Division’s VP or College Officer or their designee submits an electronic request and includes required documentation supporting the title change. 
  • Thirty (30) days before either the August or March BOT Meeting: Human Resources, Internal Equity, Budget, and the Executive Leadership Team (ELT) each completes a thorough review of the title change and the supporting documentation. The ELT forwards the electronic form to the College President for approval.
  • Twenty (20) days before the August or March BOT Meeting: Title changes endorsed by the College President are included on the BOT consent calendar.
  • Scheduled BOT Meetings held in March and August: The BOT provides final review and approval for each title change included on the consent calendar.
  • On or by Seven (7) working days after BOT approval:  Human Resources completes processing of BOT-approved title changes and sends updates to Payroll for processing.  Human Resources also prepares and sends Employee Title Change letters to the VP or College Officer or their designee for distribution.
  • Effective Date:  Following BOT review, fully approved title changes will become effective on September 1st or at the beginning of the next academic year if different.

Tammy Kieper
Human Resources
01/22/2025