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Requisition Approval Process

We are delighted to announce the implementation of the paperless requisition and Applicant Tracking System (ATS) through Paycom. The Paycom ATS has many benefits for both hiring managers and new hires. Managers will have easier access to their pool of applicants through the Manager On-The-Go-App, and as new hire data is entered into the system the moment a candidate applies, onboarding will be more streamlined.

For any questions, contact the Office for Human Resources at (914) 633-2496.

  1. Dean initiates the requisition
  2. Human Resources – Assigns Salary Range
  3. Fatima Ferreira, Budget Director – Budget Office – Reviews & Approves
  4. Dr. Tricia Mulligan, Interim Provost – Office of the Provost – Reviews & Approves
  5. SVP Finance & Administration – Office of Finance & Administration – Reviews & Approves
  6. MaryEllen Callaghan, Vice President, Chief of Staff – Office of the President – Reviews & Approves
  7. Office for Human Resources – Provides Final Approval
  8. Position can be posted
  1. Dean initiates the requisition
  2. Human Resources – Assigns Salary Range
  3. Fatima Ferreira, Budget Director – Budget Office – Reviews & Approves
  4. Dr. Tricia Mulligan, Interim Provost – Office of the Provost – Reviews & Approves
  5. SVP Finance & Administration – Office of Finance & Administration – Reviews & Approves
  6. Office for Human Resources – Provides Final Approval
  7. Position can be posted
  1. Department Chair initiates the requisition
  2. Dean – Reviews & Approves
  3. Fatima Ferreira, Budget Director – Budget Office – Reviews & Approves
  4. Office of the Provost – Reviews & Approves
  5. Office for Human Resources – Provides Final Approval
  6. Position can be posted
  1. Department Director initiates the requisition
  2. Respective Member of President’s Cabinet – Reviews & Approves
  3. Senior Leader (if applicable) – Reviews & Approves
  4. Human Resources – Assigns Salary Range
  5. Fatima Ferreira, Budget Director – Budget Office – Reviews & Approves
  6. SVP Finance & Administration – Office of Finance & Administration – Reviews & Approves
  7. MaryEllen Callaghan, Vice President, Chief of Staff – Office of the President – Reviews & Approves
  8. Office for Human Resources – Provides Final Approval
  9. Position can be posted
  1. Department Director initiates the requisition
  2. Respective Member of President’s Cabinet – Reviews & Approves
  3. Senior Leader (if applicable) – Reviews & Approves
  4. Human Resources – Assigns Salary Range
  5. Fatima Ferreira, Budget Director – Budget Office – Reviews & Approves
  6. SVP Finance & Administration – Office of Finance & Administration – Reviews & Approves
  7. MaryEllen Callaghan, Vice President, Chief of Staff – Office of the President – Reviews & Approves
  8. Office for Human Resources – Provides Final Approval
  9. Position can be posted
  1. Department Director initiates the requisition
  2. Respective Member of President’s Cabinet – Reviews & Approves
  3. Human Resources – Assigns/Confirms Salary Range
  4. Fatima Ferreira, Budget Director – Budget Office – Reviews & Approves
  5. SVP Finance & Administration – Office of Finance & Administration – Reviews & Approves
  6. MaryEllen Callaghan, Vice President, Chief of Staff – Office of the President – Reviews & Approves
  7. Office for Human Resources – Provides Final Approval
  8. Position can be posted

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Exempt Employee

Exempt employees are defined as employees who, based on duties performed and manner of compensation, are exempt from the Fair Labor Standards Act (FLSA) minimum wage and overtime provisions. Exempt employees are not eligible to receive overtime compensation. Exempt employees include professionals, administrators and executives.

Non-Exempt Employee

Non-exempt employees are defined as employees who, based on duties performed and manner of compensation, are subject to all FLSA provisions. Non-exempt employees are compensated for qualified overtime hours.

Full-Time Employee

An employee is considered full-time if the individual's normal weekly hours are equal to the full-time hours of the job classification. Full-time employees work a 35 or 40-hour workweek.

Part-Time Employee

An employee is considered part-time if the individual's normal weekly hours are less than the full-time hours of the job classification.

Regular Employee

Employees are considered to have regular employment if they hold a position that is part of the regular staff of their department. Employees who occupy regular positions are entitled to benefits.

Temporary Employee

  • An employee is considered "temporary" when the individual is hired on a temporary basis for a specified period in a temporary or regularly established position. The following are examples of temporary employment:
    Employment in an authorized temporary position.
  • Employment in a vacation relief position.
  • Temporary employment in a regular position, as when the regular employee is on leave of absence.

Casual Employee

Any employee, including students, who work an irregular, infrequent or on an “as-needed” basis.

Pooled Position

A position that allows multiple, simultaneous hires that share the same job code, pay type and funding source.

Promotion

An upward progression in assignment, title and salary of an employee. A promotion will normally require advanced qualifications, such as increased skill and/or experience, additional duties and a higher level of responsibility.

Reclassification

A change in a position’s salary, title and function based on an audit of duties and responsibilities.

Salary Change

An adjustment in salary without change to title. A salary change may be due to exceptional performance, additional responsibilities or market adjustment.