STAR Planning replaces Workforce Planning
Human Resources has received the approval to move forward with a new program to replace Workforce
Planning. The STAR (Strategic Talent and Resource) Planning program is operational today!
Changes
 Requests can be made at any time throughout the year. (The Mid-Cycle Process will no longer
be necessary.)
 Special Assignment Requests will also be made through STAR Planning.
 Requests will be made through a secure database that will be updated nightly with current
PeopleSoft data. It will include relevant employee data, including current salary, title,
performance appraisal ratings and market salary. Additionally, all request activity (comments,
attachments, analysis) will be available and recorded (including archives of past requests) in the
database. Data for your department is also available for export from the database.
 All funding must be identified by the department; there will not be central funding available.
What Types of Requests are Acceptable?
 Reclassifications resulting from department restructuring and/or job growth;
 Salary equity adjustments to remedy salary equity related to employee qualifications within the
immediate work unit;
 Market adjustments when the employee’s salary falls significantly behind market and is
necessary to address retention;
 Special Assignments (classification and/or salary changes that are temporary).
Making a Request
Requests can be made in the STAR Planning Database using the following steps (in order):
1. Access to the database is determined by Vice Presidents, or their designees and
controlled by Human Resources. Access has been arranged for those determined by
their VP, Dean or Vice Provost. (If you do not have access and need it, please discuss
with your chain of command.)
2. The Requestor submits the request in the database (see instructions for details).
3. There is an optional review level in the database for others in the chain of command
(Deans, Vice Provosts, etc.) to review and comment on requests prior to HR analysis.
4. The President has asked that Vice Presidents inform her of requests put forth for HR
analysis. The database provides an opportunity for the Vice President to acknowledge
the request and discussion with the President and to preliminarily make comments for
HR to consider as the request moves forward for HR review. The Vice President may
also deny any further analysis of the request at this stage. This intermediate step does
not indicate approval.
5. Human Resources analyzes the request and makes a recommendation to the Vice
President.
6. The Vice President approves or denies the request.
7. Human Resources prepares a summary of the approved action and sends to the
Requestor, to be attached to the ePAR.
8. The Requestor initiates an ePAR to make the change to the employee’s title and/or
salary.
More information about the STAR Planning process is available on the STAR Planning website, which
includes step-by-step instructions. Your Employment and Compensation Analyst is also available to
assist you.