Internal Vacancy Review Committee (HEO Screening Committee)

Deadline for Document Submission to Human Resources

Deadline Date	IVRC Meeting
Tuesday, January 6, 2026	Tuesday, January 20, 2026
Friday, February 13, 2026	Friday, February 27, 2026
Friday, March 13, 2026	Friday, March 27, 2026
Friday April 10, 2026	Friday April, 24, 2026
Friday May 1, 2026	Friday May 15, 2026
Wednesday June 3, 2026	Wednesday June 18, 2026

IVRC meeting dates are subject to change.

Name	Title
Bridget Barbera	Executive Counsel/ Legal Affairs and Labor Designee
Bethania Ortega	Interim Vice President for Administration and Finance
Temesgen Gebrekidan	Executive Director of Finance, Compliance and Controller
Jorge Silva-Puras	Provost and Senior Vice President for Academic Affairs and Student Success
Jermaine Wright	Vice President and Dean of Students
Yvette Rosario	PSC-HEO Representative - Reclassification(s) Only

Non-Voting Members

Name	Title
Zoraida Rosa	Interim AVP of Human Resources
Natalie Zambrana	Interim HR Director

Job Posting, Proposed Org Chart, and Current Resume.

Job Posting (substitute extension requests require a live posting). Extension requests beyond one (1) year require the approval of the PSC. A justification memo must be submitted to Advisory stating the exigent need and timeline of the search.

Written Justification

Memo, Current Job Description, Proposed Job Description, Current Org Chart, Proposed Org Chart. Please review Section 2 of the HEO Code of Practice for additional clarification regarding reclassification.

Reclassification submitted by a Higher Education Office Series Employee or His/Her Supervisor

HEO Reclassification

HEO reclassification is the formal process used to review and potentially change an employee’s title within the Higher Education Officer (HEO) series when their job duties have significantly evolved over time. Reclassification is considered when an employee’s responsibilities have increased in scope, complexity, or level of responsibility and are no longer aligned with their current title. The process evaluates the actual duties performed and determines whether a higher-level HEO title is appropriate. Requests for reclassification are reviewed through a structured college process, typically involving documentation of duties and an assessment by the Internal Vacancy Review Commitee. Final decisions are made based on institutional need, alignment with title standards, and available resources. Following review and approval by the Internal Vacancy Review Committee (IVRC), all HEO reclassification requests must be submitted to University Human Resources Advisory Services for final review and approval. This additional step ensures consistency with University-wide standards and policies before any title change is finalized.

Employees will be notified of the outcome of a reclassification request within ninety (90) days from the submission of all required documentation. If there is a delay beyond this timeframe, employees should follow up with their supervisor. The supervisor will then coordinate with Human Resources to obtain a status update. All decisions, whether approved or denied, will be communicated to the employee in writing.

Written Justification Memo. Note: The approval of salary increases of 1 and 2 steps are delegated to the College President.

Job Posting, Proposed Org Chart, Resume, and a letter from the College President addressed to the Senior Vice Chancellor HR which must include: the recruitment or retention reason the SAB is being requested along with any other relevant factors; confirmation the Ad Hoc committee was convened and the date the meeting took place; the tier the Ad Hoc Committee recommended to the President, and the amount of the SAB requested. (As outlined in Appendix C of the PSC Contract)

Job Description/Posting, Current Org Chart, Proposed Org Chart, Resume/CV, a written justification from the College's Chief Diversity Officer addressed to the Office of Recruitment and Diversity Designee which must include: the reason the Search Waiver is being requested; explanation of any special skills/experience/expertise the candidate possesses.

Job Description/Posting, Proposed Org Chart, Resume, Search Waiver justification. A justification from the College President addressed to the Senior Vice Chancellor UHR which must include: the reason the Educational Waiver is being requested; explanation of unique skills/experience/expertise the candidate possesses; the number of college credits, the plan for completing degree i.e., the anticipated completion date. A search waiver is required for all bylaw waivers; see required documentation above.

Please ensure the proposed job title lists the contract title and CUNYfirst title only

Internal Vacancy Review Committee (HEO Screening Committee)

Please submit the following required, supporting documentation as one file attachment for the following personnel actions:

HEO Reclassification